Are effective management practices (including HRM ) providing career Growth Opportunities to Foreigners in UK Based Companies?

TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Background of the Research1

Industry Background1

Research Aim2

Research Objectives2

Research Questions3

CHAPTER 2: LITERATURE REVIEW4

Performance Appraisal5

Organisational Supports6

Flexible Benefit Package7

Benefits in General7

Pay for Performance8

Annual and Quarterly Plans9

Growth Opportunities for Foreign Workers in UK-based firms9

Issues of UK-born worker10

CHAPTER 3: METHODOLOGY11

Research Methodology11

Primary information12

Search Technique12

Literature Search13

Cross Sectional14

Regression Analysis15

Data Sources15

Inclusion and exclusion criteria15

Reliability16

Validity16

Timescale16

Resources17

REFERENCES18

APPENDIX24

QUESTIONNAIRE24

CHAPTER 1: INTRODUCTION

Background of the Research

In the opinion of Goodale (2001, p. 70) experts have advocated very strong views of possible growth opportunities as possibly the most essential facet of life in UK based organisations. It has been proclaimed unfavourably by experts regarding the value of growth opportunities suggesting that the process of performance appraisals could be so intrinsically faulty that it might become unimaginable to correct the mistakes associated with it (Terpstra, 2009). Human resource planning can play a vital role in presenting oppertunities to foreighners when it comes to the job market in the UK. Consequently, this approach could be tried out, navigated, conceived, and substituted by some other approach. Nevertheless, it would inevitably be a mixture of subjective reactions and judgments, flashbacks, emotions to experiences that could dispel or reinforce, and all anxieties and expectations, which usually figure the session of appraisal itself. Garavan (2007, p. 134) made a statement that a number of researchers believe that a huge amount of information regarding rating-scales and formats for evaluation are little. It is also conceived that the peculiar type of appraisal would make no difference at all. Therefore, Gapper (2004, p. 23) had challenged the idea there was no existence of any magical form, which would be honestly and accurately rate the foreigners (Kovach, 2007).

Industry Background

It is the presence of inconsistent legislation that often does not respond adequately to requirements of the European labour market and that is at odds with the need recruitment of foreign staff felt by businesses. The regulations implement to both UK and European makes it hard for geographical mobility of workers, favour phenomena of illegal immigration, on the one hand, and to generate difficulties organisation for companies, on the other (Maslow 2003, p. 370). Critical for companies who are often obliged, for reasons linked to bureaucratic barriers, as in the British case, companies have to manage hundreds of permits each year, it is not only to allow the entry of workers into the country but also for enable them to remain once they are already in use. The purpose of the current project is to expand upon the concept that employee perceptions of fringe benefits may impact employee attitudes and incorporate different aspects of employee perception into a comprehensive model (Mackintosh 2002, p. 3). This paper proposes that the influence a benefit has on employee attitudes is moderated by the extent to which employees believe they are entitled to receive the benefit (Lindner 2008, p. 45).

Research Aim

The main aim of the research is to identify if effective HRM practices providing career Growth Opportunities to Foreigners in UK Based Companies? ...