Human Resource Management at Quest West End Hotel in Perth City, Western Australia - Research Proposal Example

Student’s Name: Institutional Affiliation: Instructor’s Name: Date: The study of how organizations reach the highest level of international standard through the Human Resource: from Personal management to Human Resource Management at Quest West End hotel in Perth City, Western Australia. Table of Contents METHODOLOGY 6 Research design/ Research Methods 6 Data collection 7 Sampling 7 Sample size 8 Data Analysis 8 Validity and Reliability 8 Pilot Test 9 Ethical Considerations 9 Time Frame 9 Abstract Globally, organisations are increasing the need of having an effective operating system. The previous human resource operating systems have been lagging behind due to an effect of the escalating costs, cutbacks in funding, demand for higher-quality outcome as well as global competition for limited resources. Organizational improvement standards haveresulted to a varied number of empirical research studies aiming at examining the impact of Human. In the background information, this research proposal presents the outlying information about the status of the human resource management in many organisations, while the literature review looks into a deeper context the situation at the local organisations, in quest to ensure an effective human resource management. This paper outlines a research proposal study Quest West End hotelthat seeks to examine the ways in which personnel functions within the Human Resource departments of organizations can help an organization reach highest level of international standard through developmental and strategic approach to human resource management. Aim The aim of the research proposal is to establish the key personal management and human resource management strategies and aspects that any organisation seeks to adopt in its quest to establish the high international standards. The study will be conducted in selected hotels in the city of Perth, Western Australia State. Research objectives 1. To explain the importance of Human Resource Management in reaching the international standards within organizations. 2. To examine the need and importance of achieving the highest international standards within an organization. 3. To identify the key challenges faced by the persona management transition to the human resource management. . Research Questions and Hypothesis 1. What is the existing relationship between personal management and human resource management? 2. What is the relationship between human resource management and international standards? 3. What are the challenges faced during the transition from Personal management to Human Resource Management? The null hypothesis of the first question is expected to be that there is a poor relationship between the personal management and HRM in Quest West End hotel, while the alternate hypothesis is strongrelationship between the two. The null hypothesis for the second research question is expected to be a low concernedrelationshipbetween the two, with then alternate hypothesis being a high concerned relationship between these two entities. The third research question null hypothesis is expected that the main challenge facing the transition as poor strategizing in HRM department, while the alternate hypothesis is expected to be the unwillingness of HRM managers in transition in the Quest West End hotel. Background information The dynamics of change in human resource management and its significance to the organization’s achievement of international standards are of great interest in the global organisational management.International standards are developed by the international bodiesseeking to regulate the way in which suchcorporation’satlases their personal management and similarlylinking it to the human resource power and that are generally available for use across the globe (Köster & Marco, 2011, p. 76). Problem statement Many organisations in the global context are faced with issues alienating from the humanresource management. Such issues are majorly attributed to the inability of key human resource manager’s failure to effectively manage their departments effectively, in respect to the employee’s standards and coordination. Human resource departments inmany organisations are failing to deliver their full capacity, as a requisite if the organisation. There are many challenges which hinder these humanresource managers from effectively executing their commands. These wide ranging problems in human resource departments hinder the business entities they serve from attaining the key international standards. LITERATURE REVIEW Introduction For many years, public sector human resource management department reform has been an important element in most developing counties. Companies in developing countries are increasingly recognizing the need for personal management change as a way of developing responsive and adaptable human resource management standards that can propel an organization towards the achievement ofthe highest level of international standards. There have been many studies done on the personal management towards HRM within the public sector context. Possible challenges are therefore undermining the transition will be from the personal management transition to HRM. Similarly in Australian hotels, the human resource management is a challenging issue hence the basis if this study. Personal Management to HRM Transition The concept of managing organisational employeesemerged as a better approach to the HRM in 1980s. The emergence of HRM concept was fuelled by prominent scholars in the United Kingdom and the United States, amplifying competitive pressures of globalisation and deregulation. Some HRM scholars argue that it is nothing but an old style of personal management branded with a new name. However, Beardwelland Claydon, (2007, p. 67) highlights four elements of HRM which differentiates it from personal management. HRM is completely connected with the corporate strategy. It is owned by line managers as a way of improving integration, unlike personal management which is the domain of specialists. HRM aims at obtaining employee commitments rather than their compliance. HRM facilitates human resource policies like training, rewards, selection and appraisal which help it obtain employee commitment. The linkage between business strategy and HRM strategy is a significant feature of HRM models. HRM may play proactive and reactive roles in shaping the business strategy. However, Kaufman and Bruce (2014, p. 57), postulates that connecting business strategy with HRM is challenging due to the little practical guidance required by the international bodies. The power of organisational culture and politics are some of the important variables in profiling the connection between business strategy and HRM is ignorance. Due to globalization, managers of organizations need to handle HRM issues smartly. This is because globalization has led to the emergence of diverse business contexts, workforce and most importantly changes in organizational concerns from profit-oriented objectives to growth-oriented objectives. Human Resource management entails the management of employment and the entire workforce (Marchingtong and Wilkinson, 2008, p.46). Employees are recognized by HRM as important resource and that they should be invested in. Claydon (2007, p.71) emphasize on the flexibility techniques of HRM and how they are important to the development of an organization. Torrington et al (2008, p.6) argues that HRM is a collection of management activities which traditionally termed as “personal management”. Distinctive approach to HRM gives a suggestion of a philosophy for executing organizational activities that are people-oriented. Generic HRM aims at achieving key objectives like performance, staffing, administration and change management (Sims & Ronald, 2012, p. 29). METHODOLOGY Research design/ Research Methods This study was conducted between in august 2016 at Quest West End hotelin the city of Perth,Western Australia. Both quantitative and qualitative study methods i.e. questionnaires, field notes and in-depths interviews were used to collect detailed views of research participants in response to the research questions. Qualitative analysis enabled the researcher generate a detailed description of uptake and use of modern contraception among the hotel employees inQuest West End hotel. The respondents will be chosen employees and human resource managers in the Quest West End hotel. . Data collection The primary source of data for the research study will be interviews and questionnaires. The sample group will be from employees from the human resource department. Structured questionnaires will be administered to the Quest West End hotelemployees sample group. The questionnaires are divided into four sections. These four sections include the respondent’s personal information, their level of knowledge on the human resource credentials that any organisation id supposed to offer to its employees, the respondent’s attitudes towers the current setting of the HRM and lastly the respondent’s perspectives on what should be corrected to gin the best solution. The interviews with the Human Resource manager from the HR departments will be conducted on face to face means, so as to well determine the respondent’s attitudes and get a first-hand information. Designing of interview questions is done before interviews take place. Interview questions are grouped into two parts. The first part is about the interviewee personal information while the second part is about their view of personal management and HRM, contributions of HRM to the organization and the challenges encountered during the transition process. Sampling The choice of a sample is very important as it will determine the outcome of the overall research. The sample for the study will be selected from medium size organizations which have well-established Human Resource departments. Simple random sampling will be used to select respondents from an organization with a population size of not less than 300 employees. The organization from which the sample is selected from must have moved from personal management to Human Resource Management. Sample size The sample size was arrived at by calculation using Andrew Fisher et al (1994) method. The researcher used the formula for a population of less than 10000. The formula states; Nf = n 1 + (n/N) Where nf – is the desired sample size. n – Is the desired sample size where the population is less than 10,000 N - Is the estimate of the population. nf = 40 1 + (40/200) Sample size = 43 respondents Data Analysis After data collection exercise, the data will be sorted and coded. The results will be analysed using Software Package for Social Sciences (SPSS) program. Percentages and frequency tables will be used to elaborate direct analysis for easy understanding and reliability of results. Validity and Reliability After data collection, the consistency of data will be checked to ascertain its reliability. It is important for the measurements be valid so as to facilitate application and interpretation of results. The design and structure of interview questions are suitable for HR employees. Personal interviews imply that all interviewees are skilled and experience thus making the results reliable. Pilot Test This is basically a preliminary research and is normally done before the actual research. The main reason for pilot study is to ascertain the feasibility of the research process. Pilot study helps in identify the efficiency of research methods, financial requirements and the possible challenges that are likely to occur. Limitation of study Although the study is open to any organization within any industry, it will not cover the entire structures of organizations. Its scope is limited to the Human Resource Departments and the key players within the department. Also, the participants in the research will be a representative of the whole population for the organizations that will be studied. Ethical Considerations Meeting with theQuest West End hotel participants will be on appointment basis. All the respondents are at liberty answer the questions asked. This means that no one will be forced to answer the questions. The purpose of the study will be explained to the participants so as to make them comfortable. Lastly, participants consent will be sought before publishing the final results of the research study. Time Frame Activity Number of Days Selecting sample 17 Selecting Sample Size 8 Questionnaire Preparation 8 Interviewing Managers 30 Data analysis 14 Data Storage 14 Preparation of Final Report 18 TOTAL 109 Bibliography Beardwell, J. and Claydon, T. Human resource management: a contemporary approach. 2007. Harlow: FT/Prentice Hall. Print. Fleming & Síle. From Personnel Management to Hrm: Key Issues and Challenges. Dublin: Institute of Public Administration, 2010. Print. Kaufman & Bruce E. The Development of Human Resource Management across Nations: Unity and Diversity. , 2014. Internet resource. Köster & Marco. Human Resource Management versus Personnel Management. München: GRIN Verlag GmbH, 2011. Internet resource. Marchington, M. and Wilkinson, A. Human resource management at work: people management and development. London: CIPD. 2008. Print. Sims & Ronald R. Human Resource Management: Contemporary Issues, Challenges and Opportunities. Greenwich, Conn: Information Age Publ, 2012. Print. Torrington, D., Hall, L., Taylor, S. and Atkinson, C. Fundamentals of human resource management: managing people at work. 2009. Harlow: PearsonEducation. Print. Read More