PROPOSAL & CASE STUDY

Research Proposal and Research Case Study



Table of Contents

TASK 1: RESEARCH PROPOSAL3

Research Background3

Research Aim and Objectives3

Research Questions4

TASK 25

Critiquing the literature/academic paper5

Research Strategy12

Research Methods12

Data collection, and analytical tools/techniques13

Analysis Results & Conclusions15

Reflexivity23

References29

APPENDICES37

APPENDIX I37

APPENDIX II39

TASK 1: RESEARCH PROPOSAL

Research Background

Whether HRM is forced or planned in an organisation, firms need to manage it human resource in order to completely and successfully adapt HRM. This becomes more important in case of small organisations that are bought by large organisations, where the management has to face resistance against the changes occurring from the employees. It sometimes becomes critical, but effective HRM is required in the form of leadership from all the departments.

Organisational HRM is a procedure of planning, determining and then executing modifications of organisation's objectives, practices and processes. As the leadership tends to HRM, there are lots procedures and practices that HRM along with the organisational HRM. For Human Resource Managers, the HRM becomes one of the most important functions (Adler & Ghadar, 1990). They play a vital role in managing the employees and other resources while the HRM is occurring, as the performances of the employees significantly affect the performance of the overall organisation.

Research Aim and Objectives

The main of this research is to identify the role played by Human Resource Management in HRM. This aim will be achieved through following objectives:

To analyse various issues that arise when a smaller firm is bought by the big firm

To identify the reason of employee HRM resistance

To identify the role played by human resource management in managing this HRM

Research Questions

The research will be based on following research questions:

What are various issues that arise when a smaller firm is bought by the big firm?

What are the reasons for employees HRM resistance?

What is the role played by human resource management in managing this HRM?

TASK 2

Critiquing the literature/academic paper

The effects of globalization due to the development of science, contradictorily filters organizations away from "reality". It should be understood that organizations are said to be a living space in which human beings should live better with a wide and free socialization, without discrimination or exclusion, and painfully today we see this reality very distant due to the rapid technology advances (Adler & Kwon, 2002). Pragmatism seeks to help convince all challenges shall be assumed as and challenges (rapid HRM, competitiveness, satellite communications, countries without borders, economic growth without social development, etc.,) and entered without notice to the vortex without a human face.

The organizations have to be the social context of human labor and support productive member of society, and in them, despite the presence of voracious feed technology does not guarantee its existence, but the human factor is decided by its survival, their disappearance or their success (Ali & Amirshahi, 2002). HRM, negative or positive, is unsettling because people seek stability. Individuals often resist HRM; some resist more than others, and some situational characteristics (ex. trust in management) impact resistance to HRM. Research and experience support these statements, and many, intuitively at least “know” what resistance to HRM ...