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BUSN20016 Research in Business Proof Reading Service
Traditionally human resource management (HRM) is concerned with the recruitment of manpower, training as well as development. Presently the activities have reached out of its traditional area and entered into overseeing employee performance as well (Armstrong & Taylor, 2014). Over the years, researchers have tried to establish a relationship between the study of human resource management and employee performance. A few have been successful in their quest partially (Sparrow, Brewster & Chung, 2016). The initial objective of Human resource management is to increase employee performance in terms of output of work generated. The policies we study in HRM effects organizational structure and performance (Storey, 2014).
Rio Tinto is one of the world’s largest metal and mining cooperation that functions from Britain and Australia. The company was established in 1873 and since then provide services in mining ores of aluminium, copper, iron, diamonds, oil and energy("Global home", 2017). This research proposal is based on the Implications of HR policies and its impact on employee performance management in Rio Tinto. The proposal suggests methods of investigating roles of HRM policies in employee performance in a particular organization that functions in the mining sector.
The company Rio Tinto had faced issues related to labor and human rights in the past. They had also been implicated in unethical business practices previously("Rio Tinto: A Shameful History of Human and Labour Rights Abuses and Environmental Degradation around the Globe | London Mining Network", 2010). The status of organization’s HR department and the status of the HRM policies that are implemented in the company need to be examined in order to find out the problems that employees are facing with the management and how that is affecting their performance.
The aim of this research is to identify and determine the impact of Human Resource management in employee performance and growth.
1. To determine the implications of HR study on employee performance.
2. To determine the significance of Human Resource Management (HRM) policies and its practices in mining sector.
3. To determine the correlation between Human Resource Management (HRM) policies and employee performance.
There are two types of data collection methods, primary data collection and secondary Data collection methods (Bohl et al., 2014). In this study, primary data collection method is proposed. A survey among 50 employees working in the Rio Tinto company will be conducted through online Google forms. In addition, Interview from three HR managers will be conducted through Skype or IMO. Data collected from the survey and interview will be further sampled.
Two types of data sampling method persist, namely method namely probability sampling and non-probability sampling (Palinkas et al., 2015). Probability sampling allows for random selection of respondents. In the non-probability method, the researcher lacks such liberty of random sampling but need to follow certain criteria (Fourcade et al., 2014). The present study will implement both the sampling method. Employees will be chosen through probability sampling whereas, managers will be chosen through non-probability sampling method.
Two types of Data analysis method persists namely Quantitative and qualitative method. The quantitative method involves statistical analysis of direct data related to the research. Qualitative analysis involves methodical theoretical approach for the analysis of the data (Gelman et al.,2014). In the present study, both primary and secondary method of analysis will be implemented in order to generate a more detailed report related to the research.
The data source is of two types: 1) Primary data source and 2) Secondary data source (Morimura, 2016). The present study involves direct interaction and data collection done by the researcher. Therefore, the primary data source is applicable for this purpose.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Bohl, D.D., Russo, G.S., Basques, B.A., Golinvaux, N.S., Fu, M.C., Long, W.D. & Grauer, J.N. (2014). Variations in data collection methods between national databases affect study results: a comparison of the nationwide inpatient sample and national surgical quality improvement program databases for lumbar spine fusion procedures. J Bone Joint Surg Am, 96(23), p.e193.
Palinkas, L.A., Horwitz, S.M., Green, C.A., Wisdom, J.P., Duan, N. & Hoagwood, K. (2015). Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Administration and Policy in Mental Health and Mental Health Services Research, 42(5), pp.533-544.
Fourcade, Y., Engler, J.O., Rödder, D. & Secondi, J. (2014). Mapping species distributions with MAXENT using a geographically biased sample of presence data: a performance assessment of methods for correcting sampling bias. PloS one, 9(5), p.e97122.
Gelman, A., Carlin, J.B., Stern, H.S. and Rubin, D.B. (2014). Bayesian data analysis (Vol. 2). Boca Raton, FL, USA: Chapman & Hall/CRC.
Morimura, T. (2016). International Business Machines Corporation. Statistical estimation of origin and destination points of trip using plurality of types of data sources. U.S. Patent 9,292,800.
Global home. (2017). Riotinto.com. Retrieved 16 March 2017, from http://www.riotinto.com/
Rio Tinto: A Shameful History of Human and Labour Rights Abuses And Environmental Degradation Around the Globe | London Mining Network. (2010). Londonminingnetwork.org. Retrieved 16 March 2017, from http://londonminingnetwork.org/2010/04/rio-tinto-a-shameful-history-of-human-and-labour-rights-abuses-and-environmental-degradation-around-the-globe/