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Introduction
Science is the discovery and description of regularities in the universe. Research helps us to develop theories in these regularities. The same holds true for HR Research too.
Research Defined
According to Chambers Twentieth Century dictionary, research is a systematic investigation towards increasing the sum of knowledge. It is a scientific endeavor. It explores unknown facts and unknown application of theory.
HR Research
Through the process of identification , critical examination, and dissemination of useful practical experiences; HR research helps us to develop relevant approaches for successful management of organization.
Features:
It requires systematic development and acquisition of knowledge. It is tailored to specific management needs to answer specific questions within a given framework.
Purpose:
Human Resource attempts to understand how organizations are structured and how they function. The practice of decision making The factors that affect organizational operations The strategies that contribute to the enhancement of strategic advantage of an organization
Objective Research: It focuses on how to overcome a general problem in the application of established knowledge. It is, however, not intended to solve a specific management problem. Eg: To find out the reason for Attrition Rate
Evaluative Research: It assesses some aspects of the organizational function by analyzing the effectiveness of a given problem. It can be used to analyze issues such as the effects of performance-linked pay over fixed pay on workers.
Applied Research:
This kind of research solves a particular problem within the organization by application of appropriate knowledge.
HR researchers may apply their existing knowledge of leadership to identify the most appropriate leadership style for knowledge workers in organization.
Action Research: It refers to a particulars kind of research where the solution of a problem is both an outcome and a part of the research process. Eg: Welfare Activities
The purpose of concept-mapping is to form or assess the cognitive map of a person or an organization using a diagram. It shows relationships between concepts. For effective HR management research, concept-mapping helps in the following ways:
It develops an understanding of a body of knowledge. It explores new information and relationships. It gives access to prior knowledge. It helps in gathering new and information generated. It designs structures or processes. It deals with problem-solving.
Steps In Concept-Mapping
1. Prepare Project
6. Utilize Maps
2.Generate Ideas
Steps In ConceptMapping
5. Interpret Maps 3.Structure Ideas
4. Compute Maps
Literature Review On HR Research Model Building In HR Research Significance Of HR Research Kinds OF HR Research
Applied vs Basic Research Exploratory vs Confirmatory Quantitative vs Qualitative
Presentation Of HR Reports
Consider the audience Be concise, but precise Understanding the results and drawing conclusions
Important aspect in HR Research-Reliability & Validity Reliability refers to the reproducibility of a measurement. Validity refers to the agreement between the value of a measurement & its true value.
Compensation Research
Researchers attempted to explain variations in executive compensation by using the sales maximization hypothesis. It states that as firms grow ,owners become dispersed & have trouble in monitoring management. Managing compensation involves two main issues: controlling costs& leveraging pay. Managing pay equity is managing employee perception1.Categorize employees by pay. 2.Compare pay to the labor market. 3.Manage internal equity. 4.Link pay with job performance. 5.Communicate how pay works.
First Phase-to identify need deficiency of employees, if any. Need deficiency centre around extrinsic & intrinsic needs. Second Phase-organization try to identify appropriate strategy to close the perceived need gap of employees. Employee Motivation Research Techniques Motivational surveys are usually very helpful in establishing whether employees in an organization are motivated & therefore performing their best. (Experimental research done by Elton Mayos Hawthorne Studies)
Six-Sigma
Six Sigma is a business management strategy originally developed by Motorola, USA in 1981. As of 2010, it enjoys widespread application in many sectors of industry, although its application is not without controversy.
Six-Sigma
Six-sigma as a business process is now allowing organizations to improve their bottom line by designing & monitoring business activities in a way that minimizes wastes & resources without compromising on customer satisfaction.
Six-sigma recreates the processes to ensure defects never arise right from the beginning.
Methods
Six Sigma projects follow two project methodologies inspired by Deming's Plan-Do-Check-Act Cycle. These methodologies, comprising five phases each, bear the acronyms DMAIC and DMADV.
DMAIC (Define, Measure, Analyze, Improve and Control )is used for projects aimed at improving an existing business process. DMADV (Define, Measure, Analyze, Design and Verify) is used for projects aimed at creating new product or process designs.
Higher sigma values indicate better quality products. At six-sigma level, products are virtually defect-free i.e. only 3.4 defects per million opportunities (DPMO)
Optimization
Institutionalization
Six-Sigma In HR
Six-sigma approach in HR research enables an organization to develop quick responses to critical HR issues, Identifying the bottlenecks & introducing the improved HR processes.