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Strategies used by HR Professionals for Profitability Sample Answer

Doctor of Business Administration Prospectus Submitted in Partial Fulfillment

of the Requirements for the Degree

of

Doctor of Business Administration

Walden University

Student ID: A00500615

April 2017

Prospectus: Strategies Human Resource Professionals can use to Increase Company Profitability

Problem Statement

Although employees’ remuneration accounts for about 60-85% of many organizations’ operating budgets, this remuneration is currently not effectively managed by many human resource (HR) professionals since most workers are actually not paid salaries that are commensurate with their tasks.  This tends to result in reduced employee productivity and subsequent low profitability through the adoption of inappropriate HR strategies (Becker & Huselid, 2014: Ramlall, 2013). In Thailand, HR leaders in over 50% of organizations do not utilize HR strategies appropriately to manage employees and enhance their productivity (Platonova, Hernandez, & Moorehouse, 2013). The general business problem is that unproductive employees lead to lost profits in an organization. The specific business problem is some HR leaders in medium-sized organizations in Bangkok, Thailand lack strategies to increase employee productivity.

Purpose Statement

The purpose of this qualitative single case study is to explore strategies that HR leaders in medium-sized organizations in Bangkok, Thailand can use to increase employee productivity. The specific population for the study includes 15 HR professionals in CP All Public Company Limited in Bangkok, Thailand who have successfully implemented human resource management (HRM) strategies to increase employee productivity in their organization. HR professionals who adopt SHRM are able to manage the remuneration of employees by ensuring workers are paid wages of 300 Baht or more, which motivates them to improve their work productivity. The potential impact for social change is lower unemployment rate. When HR professionals in mid-sized organizations in Thailand adopt appropriate HR strategies, employees would likely be more satisfied with their jobs. Consequently, the satisfied employees may work for the organization for a longer period, lowering employee turnover rates in these organizations. Reduced turnover leads to reduced unemployment rates in the country, which is good for society in general. This is important considering that a high rate of unemployment may have negative effects on the community.

Nature of the Study

I will use a qualitative methodology for this study. A qualitative researcher utilizes common themes based on detailed experiences through the identification of a person’s intentions and actions (Yin, 2014). Quantitative researchers use statistical methods that give numerical results to provide additional data sets for analysis (Blau et al., 2013; Gherardi & Perrotta, 2014; Wolgemuth, 2014). For this reason, the quantitative research methodology is inappropriate for this study. Mixed methods researchers use both qualitative and quantitative methods. The mixed methodology is not suitable for this study due to its quantitative component.

I will use a single case study design for this study. The case study design is appropriate for this study (Yin, 2014). In essence, case study design will allow me to investigate and explore the selected company in Bangkok deeply and thoroughly; something that is not possible if ethnography, grounded theory, or phenomenology designs are utilized (Brockbank, Ulrich & Beatty, 2013). Ethnographic research is not relevant for the study. This is attributed to the fact that this research approach requires the researcher to observe the target users in their real-world, natural setting and studying a whole culture. The aim of this research is not to study culture or observe the participants; hence, ethnography is not relevant. Grounded theory is not relevant as it develops a theory with regard to particular phenomena. Moreover, phenomenological study is not appropriate highlighting this aspect to the world experiences and subjective interpretations of the businesses (Yin, 2014). The case study has an exploratory nature that will integrate multiple methods for data collection and ability to develop common factors inherent in the collected data (Gherardi & Perrotta, 2014; Yin, 2014).

Research Question

What strategies do HR professionals in medium-sized organizations in Bangkok, Thailand use to increase employee productivity?

Interview Questions

The interview questions that were included are as follows:

1. What goals for increased productivity do you have for the organization?
2. What strategies have you adopted to help increase the productivity of workers?
3. What human resource strategies do you use to increase the profitability for the organization?
4. How do you motivate employees use to increase the profitability for the organization?
5. What behaviors exhibited in the workplace by the recruited employees are the most critical in assisting to increase organization’s profitability?
6. What else could you share that is pertinent to your human resource strategies for increasing organization’s profitability?

Conceptual Framework

The Ulrich model is the primary conceptual framework adopted for this study. Ulrich and Yeung (1989) developed the Ulrich model. David Ulrich tackles the significance of the human resource management as an organization stronghold that a business cannot function without. When he developed the theory, he aimed at making the human resource process much easier. At the beginning, few organizations incorporated the theory in their activities but after several business releasing the impact of the model towards a business, the theory became famous in the business market. The central objective of this model is to explain the relationship between the competency of human resource professionals and performance of the organization during the initial development of competency models, which constituted the HRM domain (Brockbank, Ulrich & Beatty, 2013; Huselid, Jackson & Schuler, 2014).  It also aids organizations in segmenting human resource management. This framework is applicable to the study as it will help to understand the strategies and competencies that HR professionals in medium-sized organizations in Bangkok, Thailand can utilize to increase employee productivity which would in turn help improve organizational performance and profitability. According to the Ulrich Model, the performance of an organization is essentially the outcome of the linkage between the business strategy and the HR strategy. Using this HRM model, what is specifically going to be studied are the HR competencies and strategies that could be utilized by HR professionals in Bangkok in order to help increase employee productivity.

Significance of the Study

The research study has significant value to the company, which is CP All Public Company Limited.  Given the nature of the social changes like change in consumers’’ behaviors and technology, contributions are likely to impact effective business practice. HR professionals in many medium-sized organizations may significantly benefit from the findings of this study by expanding their knowledge on appropriate HR strategies to increase employee productivity which would in turn lead to an increase in profitability for their organizations. The creation of sustainable human resources strategies is important for continued profitability of organizations in Thailand (Pfeffer & Veiga, 2014). This means that HR activities play a vital role in many organizations, both large and small, and subsequently to the economy (Becker & Huselid, 2014; Yeung, Woolcock & Sullivan, 2013). Organizations that integrate HRM strategies display the ability to sustain high profits, and effectively utilize its human capital (Huselid, Jackson & Schuler, 2014; Martina, Hana, & Jiri, 2013; Platonova, Hernandez,& Moorehouse, 2013). In essence, the findings of this study could contribute to effective business practice by providing knowledge to HR professionals concerning how to use appropriate HR strategy to increase the profitability of their organizations (Ahmad, Kausar,& Azhar, 2015; Becker & Huselid, 2014).

Positive resolutions towards these social fluctuations stems from empowering HR professionals by providing appropriate HR strategies that would make employees satisfied with their job; hence lower employee turnover for the company and reduced unemployment rate in the society (Gherardi & Perrotta, 2014; Wolgemuth, 2014). Accordingly, the study findings can help in developing better training programs at the workplace to make employees more productive, and the acquired skills can also be used to significantly impact the society positively (Wright, Dunford & Snell, 2014). All in all, positive social change will occur when the workers in medium-sized companies donate their expertise and time kindly and generously in serving their neighbors who are in need and by doing this they get to experience directly the impact which they could make in other people’s lives. They employees would be able to do this given that the increased profitability of their firms, which is as a result of increased employee productivity, might drive them to give back to the society by affecting positive social change.

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