Introduction

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Table of Contents

Introduction. 3

Discussion. 3

Conclusion. 5

Reference list 6

Introduction

HR practice means the operations which are strategic in nature of HR. They provide the guidance and foundation of managing any company’s workforce and must coordinate with the business plans which are executive. Examples of HR practises are organising, planning and managing the department of HR. The main objectives of HR research are as follows. Firstly, it will evaluate the current position in the area concerned with particular research. Secondly, HR research is useful for predicting future events as well as behavioural patterns. Thirdly, it helps to evaluate the current practises, programmes and policies. Fourthly, it prepares the base of the objectives for revision of present organisational practises, programmes and policies. Fifthly, it shows the ways and strategies to build up attitudes and capabilities of the workforce. Sixthly, it helps the evaluation of the HR policies proposed and programmes. Last but not the least, HR research facilitates change and enables the management to replace the old methods with the new.

Discussion

The different approaches of the HR research are as follows. The first approach is historical studies. In this approach, the past records help to serve the purpose of HR research. All reputed companies or organisations keep records of the workforce of the organisation. These records are relating to different aspects which created problems, for example, salary structure, accidents, employee turnover, performance, absenteeism, leaves, and many more (Carol et al., 2018). Researchers examine the records of the past and get information by interviews of present and past workforce. This approach ensures systematic investigation for a very long time span. The second approach of HR research is a survey. This method is relatively less expensive. This method enables collecting a large size of a sample of opinions which are related to collective bargaining, compensation, jobs, working life quality etc. It prepares a set of questions in the field of research. Adequate sample size is needed in this method. However, this method has some limitations. Firstly, there may be a misinterpretation of questions (Doz, 2020). As the sample size is large, some individuals may misinterpret. Secondly, this approach is very time-consuming. The third approach of HR research is case studies. In this method of investigation, an in-depth and systematic investigation of the important relationship in particular circumstances may be possible. The minute analysis of case studies leads to extensive application in the management and relation of human resources. The fourth approach is statistical analysis. In this research, statistics are very useful. Data collection, classification of collected data, analysis and finally the interpretation are undertaken. Various methods of statistics are done. Nowadays statistical methods have gained importance with computers. The next approach is mathematical models. These models are useful in explaining a specific relationship of variables (Carol, 2018). Mathematical models are used for decision making. Next comes the approach of simulation models. These are based on theories. The next approach is action research. Behaviours of the individuals of the organisation are analysed in this approach. In an organisation, employees may have problems and several grievances. The research of HR tries to get solutions to these problems and their prevention.

Figure 1: HRM issues

Source: (Sabila, Mustafid & Suryono, 2018)

There are many criticisms regarding the information sources of HR research. This analysis involves making judgements regarding the value of arguments and ideas. Different approaches of HR researchers use critical thinking (Sabila, Mustafid & Suryono, 2018). Critical thinking is the process of evaluating and analysing the quality of theories, ideas, concepts to establish a model. In the process of data collection, interpretation, and drawing conclusions there may be a large number of biases. Again, as the size of the sample is very large, there may arise a question of misinterpretation. Testing of a proposition is necessary. There are a number of checklists for testing a proposition. It should be analysed whether the investigation scope was sufficiently comprehensive or not. It should also be analysed whether the instances are selected to support only a particular theory (Eric et al., 2018). There should not be any instances which are contradictory to each other. The proposition should not conflict with the other propositions used. There must not be any conflicting beliefs which are contradictory to the original proposition. It should be analysed whether the evidence could lead to any other valid conclusion. It should also be analysed whether there are other factors which have not been considered. A critical evaluation needs clear thinking and also logical reasoning application to understand the validity of any proposition. The biggest challenges faced by HR are to engage the workforce, to attract talents to the organisation, to manage relationships, development and training strategies, diversity in the organisation, talent retention, health and wellbeing of the workforce, to accept inevitable changes in the organisation and also in the marketplace.

Conclusion

After analysing the entire assignment, it can be concluded that developing and implementing the measurement of HR research is considered to be a journey. There are countless issues which would help to guide the process of planning for an enterprise. The main implementation practises are as follows. Last, to take additional risks in business there should be changes in the management. HR should ensure that people and talent factors are dealt with head on in the strategy of an organisation. HR has the access to useful knowledge and analytics around the present and future strengths of talent, opportunities, weakness and threats, HR can bring insights in the early stages of discussion of strategies. Many experts think that HR has a perspective on the alignment of talent to the strategies of the business. HR is in a position to guide leaders to understand the process of strategy development and to know about the meaning of strategy. HR has competencies, tools and capabilities of supporting the organisation to bring strategy in life. HR can solicit feedback on employee ideas, suggestions and reactions about the strategy and the process of implementation. So, these approaches should be maintained by them in an efficient way to overcome the issues in the human resource department.

Reference list

Carol, G. (2018) Don’t know, don’t care: An exploration of evidence based knowledge and practice in human resource management. Human Resource Management Review. 28(2), pp 103-115. DOI: https://www.sciencedirect.com/science/article/abs/pii/S1053482217300451?via%3Dihub

Carol, G., William, G., Johannes & C. Kathleen, V. (2018) Using theory on authentic leadership to build a strong human resource management system. Human Resource Management Review. 28 (3), p304-318. DOI: https://doi.org/10.1016/j.hrmr.2018.02.00

Doz, Y. L. (2020) Fostering strategic agility: How individual executives and human resource practices contribute. Human Resource Management Review. 30(1), p 1-14. DOI: https://www.sciencedirect.com/science/article/abs/pii/S1053482219302608?via%3Dihub

Eric, M.O., Stanley, F.S., Tomas,G., Hultc, M. & Kai, M.O. ( 2018) The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management. 69, p 62-73, DOI: https://doi.org/10.1016/j.indmarman.2018.01.029

Sabila, A. D., Mustafid, M., & Suryono, S. (2018). Inventory Control System by Using Vendor Managed Inventory (VMI). In E3S Web of Conferences (Vol. 31, p. 11015). EDP Sciences. DOI: https://doi.org/10.1051/e3sconf/20183111015