MNG93217 Industry Research Project Assignment

MNG93217 Industry Research Project Assignment

MNG93217 Industry Research Project Assignment

Introduction and research problem

Introduction to the topic

Every organisation need to be aware maintain the human resource management so that it can continue to progress in an effective and smooth manner in the market. As stated by Albrecht et al. (2015) satisfying the employees is an important part of success for the organisations as the employees are the main assets. Therefore, it is necessary that every issue related to the satisfaction of the employees within an organisation be identified so that smooth functioning within the company can be ensured. The research analyzes the issues related to the human resource that is faced by Snowy Hydro Limited.

Industry partner

Snowy Hydro Limited deals with generating electricity in Australia. The organisation is the owner as well as the manager of the Snowy Mountains Hydro-electric scheme that consist of nine hydro electric power stations that are connected with 16 dams across the country (Hydro 2018). The company is under the ownership of the Federal Government of Australia and are established under the Snowy Mountains Hydroelectric Power Act, 1949. The strength of the company is about 950 employees (Hydro 2018). The issues that are related to the company are basic and common issues that include employee engagement, retention, performance management as well as talent acquisition. The research analyses these issues along with the overall performance of the policies.

Research field/discipline

The field of research that is conducted is the human resource management. As stated by Armstrong and Taylor (2014) managing the human resource is an important element for the development of an organisation. The focus is on the human resource management of the subsidiary of Snowy Hydro that is the RED energy. The reason for the implementation of human resource management in the company is the related to the challenges that are faced by the company. The challenges faced are due to the outdated human resource management strategies that are adopted by Snowy Hydro and the research aims to develop the research work that is based on the application of the human resource strategies in the company.

Research problem

It has been seen that with the assistance of the development of the subsidiary of Snowy Hydro, RED energy consist of highly skilled workers in the organisations. Despite this, several issues exist that pose a challenge while trying to take into consideration the satisfaction of the employees. This is mostly due to the outdated human resource strategies that are used while trying to develop the employees. The problem faced by the company is common and consists of retaining employees, talent acquisition as well as improving the performance of the employees. These problems are identified that defines the proper functioning within an organisation.

Rationale of the problem

The reason behind this problem being an important factor for the industry partner is that Snowy Hydro lacks the proper human resource capabilities to improve in the market. The analysis of the industry has shown that the human resource strategy that is used by the organisation is backdated and it is for this reason that the company aims to improve its human resource so that it can address the issues. The capabilities of the employees, retention abilities as well as improving the performance of the employees can be made by updating the human resource management of the organisation.

Research aim

The aim of the research is to identify the challenges that are faced by the employees working in the subsidiary of Snowy Hydro. The policies that help in mitigating the strategies adopted by the organisation in the pursuit of upgrading its human resource management framework are identified in the research. At the same time, the manner in which implementation of the policies can help in retaining employees, engaging the work of the employees, improving the performance and talent acquisition method in the company is analysed.

Research objective

The research objective includes:

1. To identify the challenges the employees working in Snowy Hydro face
2. To identify the policies that help in upgrading the human resource strategy that is implemented in the company
3. To recommend a solution that can help the company to address the challenges that are faced

Research question

The research question includes:

1. What are the challenges the employees working in Snowy Hydro face?
2. What are the policies that help in upgrading the human resource strategy that is implemented in the company?
3. What recommendations can be made that can help the company to address the challenges that are faced?

Structure of the research

The research begins with an introduction that defines the purpose as well as the problems. The aim and objective of the research are clearly described that helps in understanding the significance of the research. The second part is the literature review section that helps in identifying the scholarly articles related to the research topic. The methods used for conducting the research is analysed and based on the analysis suitable research tools and techniques are developed. The modes of analysis of the research are determined and discussions are made of the findings. At the end, the limitations are stated along with the conclusion of the research.

Literature review

Introduction

The section analysis the works of scholar related to the topic of the research. Completion of the literature review can provide an idea about the theoretical concepts that exist so that the research can be done in an efficient and proper manner. The concept related to the human resource management is analysed and the factors that affect the HR issues in organisations are identified. The focus of the literature review is to address the research questions so that analysis can be made based on the works of the scholars and the questions that are identified.

Issues faced by HRM in organisations

Bakir et al. (2015) is of the opinion that mangers of every organisation are compelled to face issues that are related to the HR department. Every organisation need to access the satisfaction level of the employees so that proper performance of the employees can be gained. In this regard, factors that cause the hindrance of the performances of the employees are taken into consideration that highlights the effective manner in which issues within an organisation may prove to be a serious cause for the organisations. The common issues that are faced by organisations related to HRM are analysed:

1. Employee retention: According to Guest (2017), retention of employees can be challenging factor for the managers as it involves motivating the employees continuously and in an effective manner. In order to do so, it is necessary that the managers identify the factors that lead to employee motivation that it can be used as a tool to retain the employees. In this case, the application of motivational theories such as proposed by Maslow or Herzberg can be used. Baum (2016) argued that employee retention and motivation could be made possible by the application of monetary as well as non-monetary motivational factors.

2. Employee Engagement: Employee engagement can be considered as a way to upload the interests of the employees in an organisation (Beugelsdijk, Kostova and Roth 2017). The employee engagement can be considered as an effective factor that helps in identifying the interests and capabilities of the employees within an organisation. Engaging employees in a particular work can be done by providing them with tasks that suit their capabilities and talents. It is for this reason that Bolman and Deal (2017) stated that employee engagement can be ensured by the application of the Herzberg factor which states that job satisfaction is one of the essential motivating factor that determines the interest of an employee in an organisation. Hence, employee engagement based on the job as well as other motivational factors such as reward and recognition needs to be strategically planned by the managers.

3. Performance management: As stated by Bratton and Gold (2017) in order to ensure that performance of an organisation helps it to gain profit, it is necessary that the employees provide their best effort. To do so it is necessary that the employees be provided with the required motivational factor and the task so that the talents within them can be exposed. Thereby, performance management of the employees is directed at the manner in which organisations can derived the best effort of the employees. As pointed out by Brewster, Chung and Sparrow (2016) the performance management of the employees can be a challenge because without proper motivation or satisfaction it can be difficult to convince the employees to work towards attaining organisational goals. For this reason, it is also necessary that goals and objectives be set in a proper manner.

4. Talent acquisition: Brewster et al. (2016) are of the opinion that recruiting the best and talented individuals at the work place is an important factor for the growth of an organisation. It is necessary that managers identify the talented individuals by using methods that help in head hunting the people required for fulfilling the role offered by an organisation. Brewster et al. (2016) is of the opinion that in the modern world, the talent acquisition is done by using modern methods such as use of the internet and job portals. The challenging factor however, is the fact that individuals may not be approached directly or the trust the organisation. At the same time, the true nature of the individuals cannot be judged by looking into the profiles provided in the internet. At the same time, adopting a backdated method of talent acquisition provides a huge disadvantage for the organisation. This is mainly because it is provides companies with less opportunity to gain access to the people residing in areas outside the operating zone of the organisation (Collings, Wood and Szamosi 2018).

Factors that affect HRM issues in organisation

As stated by Cooke, Saini and Wang (2014) the issues that are related to human resource management provides an idea about the ability to cause hindrance in the organisations. However, it is necessary to identify the factors that affect the cause the issue and cause organisations to miss potential success. The factors can be both external as well as internal depending upon the capabilities that an organisation possess. The impact of these factors usually has a negative consequence that prevents organisations from gaining the required success (Degens et al. 2017). In this case, the factors that affect the HRM issues faced by Snowy Hydro is considered and evaluated.

1.  Technological innovation: Favaretto et al. (2016) are of the opinion that technological innovation in the modern world plays a major role in the success of an organisation. This is mainly because every work that is done by the employee as well as the managers is dependent upon the implementation of technology. Technological changes and innovations takes place all over the world with an increase in the employees and workload technology can be used to maintain records of the work progress. At the same time, technology help in acquisition of talents, which can turn, can bring about an increase in the capability of the organisations (Fox and Cowan 2015). Hence, a backdated technology can cause problems in an organisation and give rise to human resource management issues.

2. Economic factors: This can be considered as an external factor that does not relate directly with the capabilities or talents of the employees. According to Hofstede (2017), the economic factor usually affects the financial ability of an organisation. However, from the point of view of the employees it can be said that the economic factor and the reduction of the financial capability may prevent employees with a chance of enriching at a financial level. The monetary motivation of the employees may be hampered which may lead to the dissatisfaction of the employees. Hence, the employee satisfaction is an important factor and the economic factor plays a major role in the providing the satisfaction level of the employees.

3. Policies and procedures: Jackson, Schuler and Jiang (2014) are of the opinion that the policies and procedures can be considered as an external as well as internal factor that threatens the effectiveness of employee satisfaction. This is mainly because policies set out by the Government may condemn the financial growth of the employees along with providing legal restrictions that may prevent the smooth functioning of the work place. This may compel the organisations to change its method of operation, which in turn can lead to the dissatisfaction of the employees. On the other hand, Johnson and Szamosi (2018) is of the opinion that internal policies and procedures such as organisational rules, ethical rules and work rules may be considered as a dissatisfactory factor for the employees. Excessive rules and policies may prevent employees from working freely in the organisations, which in turn may lead to less engagement in work and deprive the performance of the employees.

4. Change in the organisations: Kavanagh and Johnson (2017) is of the opinion that frequent changes in an organisation may bring about a level of dissatisfaction among the employees as it fails to provide a stable work environment. Changes need to be made in order to improve the current functioning within the organisations and hope that it provides the organisations with success. Changes bring about potential turbulence and uncertainty among the employees, which in turn affect the abilities of the employees. Therefore, it is necessary that changes be brought about in a subtle manner so that employees can be made to be satisfied and the development of the company takes place. Hence, it can be said that changes in the organisations may bring about a negative influence in the organisations.

5. Availability of resources: Kim (2017) is of the opinion that one of the biggest challenges that organisations face is the ability to gain new resources in an organisation. Resources can be in the form of material or labour that brings about an opportunity of success in the organisations. In order to ensure that the employees are satisfied with the work, it is necessary to provide them proper tasks and tools to complete the task. The availability of the human resources can be gained by applying proper talent acquisition method so that capabilities of an organisation can be maintained (Kramar 2014). Therefore, it can be said that lack of resources can be bring about in the sense that it hinders organisations with the required strategies that can help it gain success. Hence, the impact of the issues that can affect the functioning of the employees can prove as a negative factor for the organisations.

Impact of HRM strategies on an organisation

According to Longoni, Luzzini and Guerci (2016) the HRM strategies that are implemented by organisations often affect the organisation in a positive manner. The impact of the HRM strategies can be accounted for the effect it creates with an organisation and the manner in which responses of the employees are received. However, it needs to be kept in mind that the strategic interest of the HR managers need to be accurate as well as confirm that the organisations and the employees are on board with the new ideas that are presented. Thereby, the capabilities of organisations along with the analysis of the environment can be considered as suitable HR strategies for organisations.

As stated by Marchington et al. (2016) one of the most effective strategies that are adopted by the managers is the people strategy. The people strategy plays an important role in identifying the factors that help employees to take an active part in the interests of an organisation. This involves providing the employees with an opportunity to be engaged in the work and ensure that the engagement can be related to the success obtained by the organisations. In this regard, Mazanec et al. (2015) opined that the duty of the employees is to identify the factors that help them in gaining satisfaction and at the same time try to convey the information to the upper level managers.

People strategy can help in bringing about a change in the development of factors that affect the existence of human resources in an organisation. HR strategic agenda are developed that helps in identifying the factors capable of providing satisfaction to the employees. In this case, it can be said that Nankervis et al. (2016) is of the opinion that proper framework related to the HR policies and programmes need to be formulated so that effective HRM policies can be promoted in an organisation. These policies need to consider the ethical situation based on which people can be made to be involved in a work.

At the same time in order to improve the performance of the employees, it is necessary that an annual or quarterly analysis of the performance be made. The performance appraisal of the employees can help managers to identify the flaws in the organisations and make necessary rectifications so that it can be mitigated. According to Nel et al. (2014), the performance management strategy is essential so that employees can be provided with an opportunity to evaluate the performance made by them with that of the expected performance of the organisation. Hence, the particular HRM strategy can help in identifying the weak employees from the best performers and at the same time encourage proper conduct of work.

Link of literature with the research questions

The research is about identifying the HR issues that are faced by Snowy Hydro in the subsidiary RED. The common forms of issues are the retention of the employees, improving the performance, talent acquisition as well as the engagement of the employees. At the same time, it has been seen that the underdeveloped nature of the HR strategy plays a significant role in the adoption of strategies that can help in mitigating the issues. Thereby, a link to the research questions can be made that provides an analysis of the capabilities of the literature review and the extent to which it has met with the requirements of the research.

The challenges that are faced by the employees while working at Snowy Hydro need to be evaluated. The subsidiary of the company is plagued with issues that are common in any organisation. In this case, the underdeveloped HR strategy can be considered as a factor that may affect the performance of the employees. Thereby, the challenges faced by the organisation can be related to the challenges that are usually faced by other organisations despite having a proper HRM strategy. At the same time, considering the policies that may affect the organisation plays an important role in the analysis.

It has been seen that human resource strategies that can help in the development of policies in an organisation need to be clearly defined for the satisfaction of the employees. Hence, it can be said that certain recommendations can be provided that can help in identifying the strategies that affect the issues within an organisation. The challenges of the Human Resource Management faced by Snowy Hydro need to examined so that proper recommendations can be made for its improvement.

Summary

Therefore, it can be said that the factors that affect the human resource policies in an organisation provide an emphasis of the importance of employees within an organisation. It is the duty of the managers to ensure that such factors is mitigated so that the impact of the factors upon an organisation is less and at the same can help in the development of a proper work force within the departments. The analysis of the literature review helps in providing an idea about the challenges that are faced by Snowy Hydro while trying to create a proper work environment in its subsidiary.

Methodology

Overview of the research design

According to McNabb (2015), the research purpose is used to identify the research manner that can be made to analyse the sense of direction that can be provided in a research. The two types of research design that are commonly used by researchers include exploratory design and the descriptive design. The aim of the research design is to formulate on the objective of the investigation so that relevancy with the topic can be made. The exploratory research design analyses the data that are related to a research and based on the facts attain the objective of the research. On the other hand, the descriptive research design helps in gaining proper insight into the research topic and relate with the research questions and objectives.

The process followed for conducting the research involves a descriptive research design. At the first the issues faced by the industry partner is identified which in this case is the subsidiary of Snowy Hydro. The next step is to formulate the research question by considering the objective and the topic that is at hand of the researcher. Conducting the literature review is another step that is undertaken in which the sources of the data are collected and reviewed. Finally, the research tools that are adopted for conducting the research is taken into consideration so that application of a proper research approach is made that can help conducting the research successfully. At the same time, ethical consideration of the research is also undertaken.

Nature of research approach

As stated by Mertens (2014) the research approach needs to be based on the type of data that can be suitable for conducting the research. Researchers take into consideration three types of research approach so that a successful completion of the research can be adopted. The three approaches include quantitative, qualitative and mixed approach. It has been seen that the quantitative approach denotes the primary collection of data from direct sources. This involves the analysis of the data using survey or interview method in which opinion of the target people can taken into consideration (Neuman and Robson 2014).

The qualitative approach is the analysis of the secondary data that are derived from books, journals and websites. The qualitative approach can also take into consideration the analysis of thematic data. According to Brannen (2017), the application of the mixed approach denotes analysis of the data using both quantitative and qualitative method. In this case, the application of the mixed analysis is considered which consists of interview method as well as analysis of secondary data using themes.

Sampling method

The sample considered for the analysis of the data includes the managers of Snowy Hydro. Interview of 3 managers of Snowy Hydro is taken into consideration so that the quantitative data analysis can be made. Neuman (2013) is of the opinion that sampling method can be two types that is the probabilistic sampling and the non-probabilistic sampling. The probabilistic sampling method helps in providing every participant with an opportunity to be selected for participation. The non-probabilistic sampling method does not provide such opportunities to be selected. The sampling technique that can be used for the research is the simple random sampling technique that provides opportunities for randomly selecting the participants without any biasness. At the same time, non-probabilistic sampling method is also used for the research.

Data collection method

The data for the research was collected in person by visiting the subsidiary of Snowy Hydro. The method used for the collection of the data is the mixed method that includes both interview as well as thematic analysis of the data. In order to conduct the interview the three managers of the company were questioned based on the research topic. At the same time for the thematic analysis, the related themes of issues in organisations were researched.

Analysis of data

Analysis of data can be done by various sources depending upon the data collection method that is adopted (Bernard 2017). In the case of primary data, the analysis of the surveys is done by calculating the responses using various tools such as mean score and frequency distribution. In the case of secondary data, the analysis is done using themes that are related with the topic. For this research purpose, thematic analysis is undertaken so that the research can be progressed in an effective manner.

Ethical considerations

The ethical consideration that is considered while conducting the research is that it is conducted based on the anonymity of the data. The data collected from the data survey methods are protected as per the rules of the Data Protection Act 1998. At the same time the research follows, a principle of generality so that every people can have an understanding of the methodology and thereby theoretical investigation can be implemented that can help in reaching the objective of the research. During the interview method, none of the participants was forced to provide their opinion about the topic.

Findings

Sampling characteristics

In order to conduct a proper analysis of the research it is important to identify the characteristics of the participants so that a clear idea can be gained. In this, case the characteristics of the sample that are analysed for the research includes the managers of Snowy Hydro. The managers of the company are selected at random from the different departments of the subsidiary namely the HR department, Operations department and the financial department. These managers are interviewed about the questions that can be related to the theme of the research. Apart from the interview method, the researcher also conducted a thematic analysis.

Difference between quantitative and qualitative findings

For the research to be successful, a mixed methodology has been used so that interview of the people can be taken and at the same time, scholarly works of various writers can be analysed. This involves the application of both quantitative and qualitative analysis for the research. However, a differentiation can be made that helps in analysing the characteristics of the two methods. As stated by Flick (2015) the quantitative method is used to identify the results of the survey and interview in a manner that it can be translated into the desired results of the people. After its analysis, the results are related to the research questions and objectives. At the same time, the qualitative method is used to understand the literary works of the scholars and relate it directly with the research objectives and questions. For further understanding of the difference, the analysis of the research is done using mixed method.

Interview method:

Do you face any issues regarding the retention of employees or for updating their performance?

Manager 1

Manager 2

Manager 3

No, the employees do not face any issues that may hamper the relation with the managers. In fact, the employees are attentive in the work performed by them and work hard towards ensuring that the quality of the work remains intact. In short, I can tell that the employees of Snowy Hydro is an excellent place for employees to learn and gain experience in the organisation

The employees feel medium pressure while working at the organisation. This is because the subsidiary does not have the proper technology that can help employees to thieve and complete the work properly. Thereby engaging the employees in their work becomes a challenge that requires to be coped up with. Apart from this the relation between employees and employers are stable

Yes, the employees raise various issues because they face challenges in the organisation. The lack of technical support compels the employees to work using manual force and because of this, it becomes a headache for the employees to provide their best while working in the company.

What are the policies that you have adopted in order to mitigate the issues that arise?

Manager 1

Manager 2

Manager 3

In order to mitigate the issues faced by the employees, motivation techniques are adopted. These include identifying the factors that help in developing interest in the work and at the same time provide the employees with monetary as well as non-monetary benefits to encourage their work

Financial reward is provided to the employees so that they can be motivated. This helps in engaging the employees at work and at the same time ensure that necessary development of the company is done. Apart from this the evaluation of the performance of the employees are done every quarterly and based on it rewards are provided

The employees are provided with non-monetary as well as monetary benefits. The application of motivational strategies as proposed by Maslow is applied that helps in providing employees with an opportunity to gain motivation at every step of their stay in the organisation. At the same time support of every type is provided to reduce the workload

What changes do you think can be brought about to mitigate the issues?

Manager 1

Manager 2

Manager 3

The changes that can be brought about to mitigate the issue includes identifying the financial position of the company and developing strategies that can help in mitigating the challenges of the finances. This can provide the employees with an opportunity to trust the management and continue the effective work that is undertaken by them

In my opinion, proper HRM strategy needs to be applied so that employees can be motivated. Application of strategies can be in the form of evaluating the performance of the employees in a way that it helps them to continue to identify the strength of the employees

Changes in the structure of the organisation can be made so that a proper flow of information can be followed. This can help employees to communicate their problems and at the same time help in engaging the employees at the work place. At the same time talents need to be acquired so that capabilities of the employees can be maintained

Thematic analysis:

Theme 1: Factors that affect the HRM issues in an organisation

According to Crowe (2018), in order to maintain a stable working marketing environment, it is important to ensure that the satisfaction of the employees is maintained. The satisfaction of the employees can be maintained by analysing the factors that cause hindrance or issues at the work place. For example, excess workload or relationship between employers is factors that may contribute towards the development of the employee satisfaction.

Inability to apply these factors effectively can lead to the dissatisfaction of the employees, which in turn can cause employees to leave the organisation. Therefore, as stated by Purce (2014) it is important that human resource management in an organisation identify the problems of the employees and based on it develops proper mitigation theories so that employee engagement as well as employee participation in the organisations can improve.

Theme 2: Effectiveness of motivation in trying to create strategies

Reiche et al. (2016) is of the opinion that motivation is an important factor that helps in driving changes in an employee and the method in engaging in the work. It can be said that the motivation theories that are applied by the organisations can be related to the scholarly works proposed by Maslow or Herzberg. According to Rittenburg (2015), Maslow’s hierarchy theory states that employees need to be motivated based on a hierarchy level so that they can continue to work in an effective manner. The application of Maslow’s hierarchy provides an analysis of the factors that help in addressing the development of the employees and the stages that bring about the maximum progress.

At the same time, the application of Herzberg’s two-factor theory can help in identifying the factors that motivate employees. The reason for the application of motivational theories is that it can help in mitigating the dip in performance of the employees and at the same time provides encouragement to them to be engaged in work. As stated by Saleem and Larimo (2017) talented individuals can be recruited by putting a word out about the effectiveness of the motivational policies that are adopted by the organisations.

Theme 3: Changes that can be made for addressing the challenges in the organisations

In order to ensure that the challenges faced by the employees are mitigated, it is necessary to develop strategies that can help in analysing the challenges faced in the organisations. The strategies adopted can help in mitigating the factors and at the same time ensure that satisfaction of the employees is attained. One such change that organisations can undertake is its ability to motivate people in the organisations. Motivating employees by analysing their performance as well as providing rewards based on the performance can help in bringing about drastic changes within the organisations.

This is mainly because the employees need to be provided with an opportunity to understand the changes that can be brought about and at the same time help in making believe that changes related to the performance as well as engagement of the employees are maintained in a proper manner. As stated by Taylor, Doherty and McGraw (2015) it is also important to conduct a performance evaluation after every four months or six months so that the employees may be able to identify their performances and make required changes. Rewarding good performances can bring out the potential of the employees and therefore, organisations can gain proper understanding about the requirements that can help mitigating the issues related to HR.

Discussions

Triangulating qualitative and quantitative findings

The mixed method analysis provides an understanding of the theories that are related to a particular topic. At the same time, the analysis of the survey or the interview can bring about success in understanding the opinion of the sample population. In the case of this research, the application of the mixed method helps in understanding the opinion of the managers of Snowy Hydro and relates the responses with the thematic analysis. It has been seen from the interview that the three managers have mixed responses of the issues that are present in the company. While the first manager disagrees with the existences of issues, the second manager is sceptical about its existence. At the same time, the third manager confirms that employees do face problem related to the lack of HR strategies in the organisation.

The responses can be related to the identification of the factors that cause the occurrence of the issues. It has been seen from the thematic analysis that the existence of the issues is common for organisations and it requires excessive capabilities and support from the managers to try to retain employees or acquire talented individuals for the development of the organisation. At the same time, it has been seen from the analysis that proper motivational tactics can be used to ensure that motivation of the employees is provided so that the HRM issues can be mitigated. The interview method conducted justifies the fact that motivation is used by the managers to encourage the employees to work.

The response provided by the managers’ show that motivational factors in the form of non-monetary and monetary benefits be provided to the employees so that they can adjust their work capabilities in the organisations. The third manager respondent that support to the employees is one of the ways in which employees are retained at the work place. This is valuable in the case of Snowy Hydro as the HR strategies are not updated and due to these opportunities at recruiting talented individuals are lost by the company. Hence, this particular response plays an important role in the management of the company in general.

The relation of this particular interview session can be connected with the second theme, which describes the importance of motivation and the theories that can be used to motivate the employees. It has been stated that the motivational factors that the organisations undertake can help in building capabilities among employees and at the same time encourage them to continue work in an effective manner. In this regard, it can be said that the employees of Snowy Hydro enjoy the capability of being motivated in the organisation by the support provided by the managers and the application of performance evaluation.

The interview session also highlights the changes that are to be made in the organisation. It has been seen that application of motivation factors and conducting a performance evaluation are the important aspects that need to be undertaken in the organisation. At the same time, the third manager also stated that improvement of the HR strategies could help in providing the company with an opportunity to improve its capabilities by hiring talented employees for its progress. In this regard, the analysis of the themes related to the research confirms the effective application of the motivation of the employees. This provides an opportunity to understand the importance of motivation as a factor for encouraging employees at the workplace. Therefore, it can be said that analysis of the mixed method helps in understanding the issues related to HRM from the analysis of the scholarly articles as well as the interview of the managers of Snowy Hydro.

Comparing findings with literature review

The findings from the mixed method can be associated with the literature review in a way that the literature review provides an overview of the factors that are responsible for occurrence of the HR issues at the workplace. The factors presented in the literature review are identified in the thematic analysis and this provides a proper analysis of the manner in which employees and employers need to take control of the organisation. The interview of the managers suggested that motivation is one of the manner in which employees can be retained in an organisation and at the same time, performance can be increased. The analysis of the literature review provides exact information about the applicability of motivation so that organisational issues related to the employees can be mitigated.

It has been seen that in the modern world, technology plays an important role for the development of an organisation and helps in reducing the work of the employees. In the case of Snowy Hydro, the application of technology needs to be made to hire talented individuals so that they can contribute in assisting the existing employees of Snowy Hydro. The analysis of the literature review, as well as the responses of the managers of the company, have stated this particular fact and due to this it can be said that the mixed data analysis strategy have served the purpose of the literature review. Hence, a relation can be made between the data analysis process and the scholarly works of previous researchers of the same topic.

Linking with research questions

Research question 1: What are the challenges the employees working in Snowy Hydro face?

The analysis of the interview as well as the themes related to the research has provided an idea about the challenges that are faced by employees in an organisation in general as well as that of the Snowy Hydro. Although during the interview method the three managers had provided varied accounts of the challenges, the thematic analysis and the literature review have managed to prove the existence of the issues in Snowy Hydro. Hence, it can be said that linking with the research questions with the interview and the thematic analysis has been partially successful in this case.

Research question 2: What are the policies that help in upgrading the human resource strategy that is implemented in the company?

The policies required for the analysis of the human resource strategy need to be related to the internal capability of an organisation. As seen from the literature review, external as well as internal polices can affect the satisfaction level of an employees. Hence, it is important that managers of an organisation undertake the strategies that can help upgrading the human resource strategy. From the interview, it has been seen that the managers undertake the application of various theories such as motivational theories or provide support to the employees to improve the working condition. Therefore, it can be said that this particular research question has been met by the research.

Research question 3: What recommendations can be made that can help the company to address the challenges that are faced?

The recommended changes that organisations can undertake in cases like this is that it can ensure that motivation of the employees are provided so that they can continue their progress in the organisation. The analysis of the interview suggests that the managers of Snowy Hydro attempt to undertake motivational factors and adopt upgraded HR strategies so that they can continue to progress in the organisation. At the same time, the literature review as well as the thematic analysis provide an idea about similar approach and provide evidence that support of the employees by recruiting talented individuals can help in the development of confidence among the employees. Hence, it can be said that the researcher has met this particular research question.

Recommendations

After the analysis of the research, it can be said that in order to ensure that the managers of Snowy Hydro mitigate the issues related to HR in the organisation, they need to identify the best practise that can help in addressing the issue related to it. One of the methods is by developing a proper HR strategy so that talented individuals can be recruited in the organisation. This can be done by registering in the use of new technology so that the company identify the methods that are required for searching the talented people in the society. In the modern day, it is effective as it can help in establishing direct communication with the people.

Apart from this, the company need to employ motivational tactics so that it can retain employees. These tactics need to consist of the monetary as well as the non-monetary benefits that can help an employee to remain loyal to the organisation. Furthermore, it is also necessary that the employees be provided with an opportunity to evaluate their performances so that they can learn from the mistakes. This can provide the urge to continue making effective progress in the organisation so that the performance can improve. Therefore, it can be said that performance evaluation is also a major factor for the effective mitigation of HR issues in an organisation.

Another recommendation that can be provided is the fact that employees need to be provided with suitable tasks so that their engagement can improve. It has been seen that job satisfaction is one of the success factors that help in the retention of employees. Therefore, recruiting talented individuals based on the capabilities and at the same time, providing tasks that highlight the capability provides employees with an opportunity to progress in the organisations. Snowy Hydro can implement this particular strategy so that it can continue to make effective progress with the employees. Therefore, it can be said that the application of the recommended changes can help Snowy Hydro to develop its competence in the market and at the same time ensure that the HR issues within the organisations be mitigated.

A suggestion that can be made for Snowy Hydro is the fact that managers need to take into consideration the application of technology as well as ensuring that the motivational factor can help in the progress of the employees in the organisation. Apart from this another consideration that need to be undertaken is the fact that HR strategies need to be implemented by keeping in mind the capability of the organisation and the factors that may affect organisational progress. This includes taking into consideration the external as well as the internal factors that may affect the functioning of the organisations.

Limitations and conclusion

Limitations of the research

The limitations of the research are that the research was based using mixed methodology and hence, proper analysis of one type of research could not be conducted. At the same time, it was difficult to gain the access of the managers, as they were involved in taking care of organisational matters and thus problems in gaining effective response or time from the managers proved as a challenging factor. Apart from this, it was also difficult to gain access to the various scholarly articles that help in the completion of the research. This is because most of the information was private and websites or libraries did not have enough evidence for conducting the research in a proper manner. Hence, absence of these limitations could have improved the quality of the research.

A conclusion of the project

The conclusion of the research can be done by considering the results obtained from the analysis of the interview, problem of the research, themes and the literature review. One recurring factor that can be seen is the fact that motivation plays an important role in the success of an organisation. Employees can be satisfied by considering the factors that motivate them and it can be considered as the biggest recommendation for improving HR related issues. At the same time, updating the HR strategies needs to be done so that an organisation such as Snowy Hydro and its subsidiary can implement more capabilities in the organisation. Hence, it can be said that the issues related to HR can be mitigated by proper managerial decisions and the value put by the employees while working for the company. Snowy Hydro can implement the recommendations to gain necessary access in the management of employees and the issues.

Bibliography

1. Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance2(1), pp.7-35.
2. Armstrong, M. and Taylor, S., 2014. Human resource management practice. Kogan Page Publishers.
3. Bakir, A., Blodgett, J.G., Vitell, S.J. and Rose, G.M., 2015. A preliminary investigation of the reliability and validity of Hofstede’s cross cultural dimensions. In Proceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference (pp. 226-232). Springer, Cham.
4. Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
5. Berger, A.A., 2015. Media and communication research methods: An introduction to qualitative and quantitative approaches. Sage Publications.
6. Bernard, H.R., 2017. Research methods in anthropology: Qualitative and quantitative approaches. Rowman & Littlefield.
7. Beugelsdijk, S., Kostova, T. and Roth, K., 2017. An overview of Hofstede-inspired country-level culture research in international business since 2006. Journal of International Business Studies48(1), pp.30-47.
8. Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
9. Brannen, J. ed., 2017. Mixing methods: Qualitative and quantitative research. Routledge.
10. Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
11. Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
12. Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
13. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource management. Springer.
14. Bryman, A., 2015. Social research methods. Oxford university press.
15. Bryman, A., 2017. Quantitative and qualitative research: further reflections on their integration. In Mixing methods: Qualitative and quantitative research (pp. 57-78). Routledge.
16. Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
17. Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in India: A comparison of management perceptions and human resource practices. Journal of World Business49(2), pp.225-235.
18. Crowe, T. 2018. Snowy hydro news. [online] Snowyhydro.com.au. Available at: http://www.snowyhydro.com.au/wpcontent/uploads/2011/12/SHLNews_Mar11.pdf [Accessed 18 Jul. 2018]
19. Davies, M.B. and Hughes, N., 2014. Doing a successful research project: Using qualitative or quantitative methods. Palgrave Macmillan.
20. Degens, N., Endrass, B., Hofstede, G.J., Beulens, A. and André, E., 2017. ‘What I see is not what you get’: why culture-specific behaviours for virtual characters should be user-tested across cultures. AI & society32(1), pp.37-49.
21. Elliott, D.C., 2015. Secondary data analysis. Research in the college context: Approaches and methods, pp.175-184.
22. Favaretto, R.M., Dihl, L., Barreto, R. and Musse, S.R., 2016, September. Using group behaviors to detect hofstede cultural dimensions. In Image Processing (ICIP), 2016 IEEE International Conference on (pp. 2936-2940). IEEE.
23. Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research project. Sage.
24. Fox, S. and Cowan, R.L., 2015. Revision of the workplace bullying checklist: the importance of human resource management's role in defining and addressing workplace bullying. Human Resource Management Journal25(1), pp.116-130.
25. Guest, D. 2017. Human resource management and employee well-being: towards a new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
26. Hill, N. and Alexander, J., 2017. Customer satisfaction and loyalty measurement. Routledge.
27. Hofstede, G., 2017. Cultural Dimensions-Country Comparison.Pearson
28. Hydro, s. 2018. snowy hydro limited and its controlled entities. financial year report of Snowy hydro 2017. [online] Available at https://www.parliament.nsw.gov.au/lc/papers/DBAssets/tabledpaper/WebAttachments/72573/Snowy%20Hydro%20Limited%20Annual%20Report%202016%2017.pdf [Accessed 18 Jul. 2018].
29. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals8(1), pp.1-56.
30. Johnson, P. and Szamosi, L.T., 2018. HRM in changingorganizational behaviour contexts. In Human resource management (pp. 27-48). Routledge.
31. Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics, applications, and future directions. Sage Publications.
32. Kim, S., 2017. National culture and public service motivation: investigating the relationship using Hofstede’s five cultural dimensions. International Review of Administrative Sciences83(1_suppl), pp.23-40.
33. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management25(8), pp.1069-1089.
34. Lampard, R. and Pole, C., 2015. Practical social investigation: Qualitative and quantitative methods in social research. Routledge.
35. Longoni, A., Luzzini, D. and Guerci, M., 2016. Deploying environmental management across functions: the relationship between green human resource management and green supply chain management. Journal of Business Ethics, pp.1-15.
36. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
37. Mazanec, J.A., Crotts, J.C., Gursoy, D. and Lu, L., 2015. Homogeneity versus heterogeneity of cultural values: An item-response theoretical approach applying Hofstede's cultural dimensions in a single nation. Tourism Management48, pp.299-304.
38. McCusker, K. and Gunaydin, S., 2015. Research using qualitative, quantitative or mixed methods and choice based on the research. Perfusion30(7), pp.537-542.
39. McNabb, D.E., 2015. Research methods for political science: Quantitative and qualitative methods. Routledge.
40. Mertens, D.M., 2014. Research and evaluation in education and psychology: Integrating diversity with quantitative, qualitative, and mixed methods. Sage publications.
41. Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management: strategy and practice. Cengage AU.
42. Nardi, P.M., 2018. Doing survey research: A guide to quantitative methods. Routledge.
43. Nel, P.S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., Poisat, P. and Van Hoek, L., 2014. Human resources management. Oxford University Press Southern Africa.
44. Neuman, W.L. and Robson, K., 2014. Basics of social research. Pearson Canada.
45. Neuman, W.L., 2013. Social research methods: Qualitative and quantitative approaches. Pearson education.
46. Noble, H. and Smith, J., 2015. Issues of validity and reliability in qualitative research. Evidence-Based Nursing, pp.ebnurs-2015.
47. Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
48. Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals)67.
49. Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
50. Riff, D., Lacy, S. and Fico, F., 2014. Analyzing media messages: Using quantitative content analysis in research. Routledge.
51. Rittenburg, T.L., 2015. Cultural influences on experiences of and responses to consumer vulnerability. In Annual macromarketing conference (p. 59)
52. Saleem, S. and Larimo, J., 2017. Hofstede cultural framework and advertising research: An assessment of the literature. In Advances in Advertising Research (Vol. VII) (pp. 247-263). Springer Gabler, Wiesbaden.
53. Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.
54. Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.
55. Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A strategic human resource management perspective. Routledge.
56. Treiman, D.J., 2014. Quantitative data analysis: Doing social research to test ideas. John Wiley & Sons.
57. Tyson, S., 2014. Essentials of human resource management. Routledge.
58. Wehrmeyer, W., 2017. Greening people: Human resources and environmental management. Routledge.
59. Wilton, N., 2016. An introduction to human resource management. Sage.
60. Zehir, C., Gurol, Y., Karaboga, T. and Kole, M., 2016. Strategic human resource management and firm performance: the mediating role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences235, pp.372-381