HR Management Organisational Performance Order Instructions: This week the writer will be submitting a high-level summary of potential research topics of which will be submitted to the Instructor, who will reply with feedback and suggestions for you to integrate into your work.
The writer should take note that the high-level summary topics will fall under the scope of “Effects of Human Resource practices on employee performance”. With this in mind, the writer will choose topics around that main topic which is also the topic the owner of the paper is working on for his final paper.
It is very important for the writer to understand that this will be an ongoing paper and for this week he/she will only be submitting a high level-level summary of 1-page word document of potential topics 3 minimum. The information below is just to guide the writer to understand what will be expected of the paper later next week when he begins writing the paper base on the topic that the writer will be chosen this week and presented in the summary mentioned above. It is also important for the writer to take into consideration that for the topic for the doctoral study will be “Effects of Human Resource practices on employee performance”. With this in mind, the writer will be able to select potential research topics as noted above in the first paragraph of this order form.
This is just for the writer to have an idea of what is expected next so as to know how to make the chose for the topic as the information below will be used to complete the paper of which the topic will be chosen this week. so please let the writer pay attention to details here before composing the detailed summary. The writer must also include in-text citations and reference
Final Paper:
Write a 15-page paper that addresses relevant theories and empirical research, leading to a significant research topic, problem, and research question(s). For your chosen research topic, provide an academic argument for funding that might support a vital new step in improving project portfolio performance and organizational effectiveness. You do not have to actually design a study to the point of specifying research measures of effective project management or specifying samples. However, try to evolve your thinking to the point of framing a relevant research topic, problem, and question(s) on which your proposed research would be focused.
Your question(s) should be complete enough to suggest the development of an important theory, address a gap in a current model, or demonstrate an immediate application for solving common organizational problems. Rather than attempting to include as many references as possible, try to emphasize the logical coherence of your evidence of conceptual foundations. Build an academic argument for why your research problem and question(s) is important. An obvious extension of your paper would be to use it as a springboard for a doctoral proposal. Your paper could also be useful in the development of Chapter 2 of your Proposal and Doctoral Study Completion.
Your Final Paper should adhere to APA format (6th edition), which requires a title, a reference list, and appropriate sections and their headings; and it should include the following elements:
• A thorough review of the literature (minimum of 20 resources, with 85% being 5 or fewer years old) that shows evidence of a potential research opportunity/gap that has not been discussed in the academic literature.
• A draft problem statement. Include the four parts of the draft problem statement below
The four parts of the problem statement are:
• Hook (with a peer-reviewed citation that is 5 or fewer years old)
• Anchor (includes a number supported with a peer-reviewed citation that is 5 or fewer years old)
• General business problem
• A specific business problem to be researched
• At least one broad research question that is demonstrably linked to your problem statement.
You do not need to address any hypotheses or design considerations.
HR Management Organisational Performance Sample Answer
Any organization’s performance depends largely on the practices of its employees. Successful companies have realized increasingly that there are several factors that have an impact on their performance but human resource has been ranked as the most crucial (Shields et al., 2015). One of the primary goals of adopting human resource practices is to assess the performance of employees in an organization (Chukwuka Ernest, 2016; Noe, 2013). In the modern competitive environment, several organizations have endeavored to persistently improve the performance of their employees by improving the practices of the human resource department. Alfes et al., (2013) acknowledge that the practices of HR are a major source of competitive advantage.
Several scholars such as (Kehoe & Wright, 2013; Caliskan, 2010) argue that effective HR practices promote the organization’s performance and result in the production of higher profits. Therefore, the main aim of my study will be to examine the relationship between HR practices and the employee perceived performance various organizations across the globe. The problem statement of my study will be “To what extent are human resource practices affecting the performance of employees in an organization.” Some of the topics that will be researched include;
- The impact of recruitment and selection on the performance of employees
- The effect of staff compensation on organization performance
- Impact of career planning on performance
- Effect of employee training on the organization
- A relationship between HR’s performance appraisal and staff performance
- The impact of involvement of employees on the success of a company
The study will then draw a conclusion and recommendations from the findings obtained. The study will use in future as a guide to any project related to HR practices and the performance of employees.
HR Management Organisational Performance References
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
Caliskan, N. E. (2010). The impact of strategic human resource management on organizational performance. Journal of Naval Science Engineering, 6(2): 100-116
Chukwuka Ernest. (2016). Effects of Human Resource Management Practices on Employee. Saarbrücken.PerformanceOmniscriptumGmbh& Company Kg.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
Noe, R. A. (2013). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill/Irwin.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
