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(2008, 3500 words)
The dissertation proposes research into the effects of redundancy on employees in the UK exploring whether current legislation gives employers or employees an advantage. A review of literature is presented to indicate that for employers, redundancy can be used as a strategic tool to ensure that the firm remains flexible; for employees, redundancy can be a stressful period creating job insecurity. Although theoretically the law protects employees from unfair dismissal resulting from redundancy, the research seeks to define whether this happens in practice, using primary methods of data collection, i.e. interviews with managers, employees, trade union members and lawyers.
(2007, 2500 words)
This is a research proposal. It aims to examine the role of HRM in business consultancy company by focusing on the HR function as a strategic partner in an organization. The study will use a Chinese-based business consultancy as a case study – AC Business Consultant, Shanghai, China. The details and information on objectives, research method and data analysis are also provided.
(2007, 2500 words)
The present proposal introduces the research and methodological framework for a qualitative study of the impact of change initiative on the staff motivation. The brief review of the existing literature highlights the importance of motivation as one of the key determinant of successful performance of an organisation. The research and methodological section justifies the use of qualitative study with the use of secondary and primary data collection. The research proposal explains the use of semi-structured interviews and structured questionnaires for the collection of the required data.
(2007, 15 000 words)
The research has been focused at understanding the role of human resource management in the transitional economy of China. A comparative analysis of HRM practices has been provided between local and foreign-invested firms. The report holds chapters like introduction, literature review, methodology, analysis and findings, and conclusion. Literature review provides an in depth critical analysis of different schools of thought in the field. The research falls in the domain of interpretivism and therefore case studies, semi structured interviews and secondary data have been used to provide a qualitative analysis. The chosen case studies for the purpose of this research are Haier Group and Nokia. It has been concluded by the research that there is a trend towards convergence of HRM practices and the gap between the foreign invested and local firm's HRM is diminishing.
(2006, 15 000 words)
The dissertation investigates the role of the strategic management of human resources and employee training and development for the company's success. The review of literature touches on the agency theory and financial market efficiency, the institutional theory, the resource-depending theory, the theory of strategic choice, HR theory, value creation framework, etc. The methods of qualitative research are used including the analysis of the primary data obtained through observations, interviews and questionnaires. Conclusions are made about the benefits of merging strategic and human resource (HR) planning activities.
(2006, 2500 words)
The paper offers a research proposal into the concept of strategic human resource management (SHRM) examining its application in Tetra Trust. An overview of SHRM history and development is provided discussing it from the perspective of competitive advantage for a non-for-profit organisation. Research objectives and methodology are described; the time schedule is defined; the barriers for the study are identified. This proposal has a suitable dissertation S/HR/119.
(2007, 13 000 words)
The dissertation investigates the factors that ensure a sustainable competitive advantage under globalisation examining the role of strategic human resource management (SHRM) in Thera Trust. Research methodology is based on the analysis of primary data obtained through participation and observation, and secondary sources. The review of literature touches on the definitions of strategy, competitive advantage, HRM, non-for-profit organisation, etc. HR policies in Thera Trust are reviewed with the focus on SHRM. Conclusions are made about the benefits and challenges of moving from simple HRM to SHRM. This dissertation has a suitable proposal S/HR/118.
(2006, 14000 words)
The dissertation investigates the peculiarities of working in culturally diverse and culturally homogeneous groups conducting a case study of HRM practices and perceptions at the Indian Case Bank. The review of literature touches on the problems of multiculturalism in teams and work groups, team-based management techniques, issues of HRM in multinational organizations, definitions of culture, the features of Indian culture, etc. The case study employs an inductive research approach combining indirect and direct methods of data collection based on semi-structured and in-depth interviews. Conclusions are made about the factors behind the effectiveness of multinational and homogenous teams' performance.
(2006, 1500 words)
The paper offers a research proposal into the problem of employee retention in the UKI Partnerships call centre in Leeds presenting the company's background, formulating the aims and objectives of the research, offering a review of academic sources related to the problem, identifying research methodology, discussing the feasibility of the study, etc.
(2006, 8000 words)
Over the past 5 to 10 years human resource practice and policy has increasingly become a controversial topic due to enhanced regulations surrounding employment rights. Also, since coming into power in 1997, the Labour Government in the UK has added a significant amount of legislation on top of existing legislation with the aim of providing more protection and rights for individuals in the workplace. Therefore, this dissertation is based on an exploration of current human resource practice and policy in small firms. Further, it will explore the effects these have on firms including 2 live case study organisations.
(2006, 12 000 words)
Studies of leadership often focus on the individual. Breaking away from this tradition, this dissertation examined the leadership culture within a team of US bankers using Goleman's emotional competences as the unit of analysis. The study was very prescriptive in nature, capable of exposing those aspects (emotional competences) that required attention in order for the team to avoid symptoms characteristic of the sacrifice syndrome. The dissertation would be useful for anyone interested in leadership and the leadership literature, as well as those with a particular interest in Goleman's emotional competences.
(2006, 11 500 words)
The dissertation investigates the implications of flexible working schemes for job motivation. The review of literature covers theoretical approaches to work-life balance and job characteristics, flexible firm models, theories of motivation, etc. Secondary data analysis is combined with primary research conducted on the basis of quantitative and qualitative data obtained from focus groups studies, questionnaires and interviews. Conclusions are made about the influence of work-life balance schemes on job performance and job retention.
(2006, 17 500 words)
This dissertation examined the relationship between total reward systems and employee retention at Marks & Spencer in order to understand how different types of rewards impacted upon employee satisfaction, motivation, retention, and ultimately, firm performance.
(2006, 8000 words)
This research report falls in the domain of human resource management and is focused on absenteeism of employees and its impact on the organizational performance. The research is focused on the factors affecting the absence of employees in an organization and its link with the overall organization's health. One of the key objectives of this research is to evaluate the extent and impact of each factor of absenteeism on the organization. The research uses the case study of Mitsubishi Trust Bank for the analysis of their successful absence management strategy. This work contains an in-depth literature review, methodology of the study, primary data analysis and conclusion.
(2006, 9500 words)
The paper features the uniqueness and the differences in HRM practices between the UK and Bulgaria. The study focuses on the HRM activities – staffing, rewards management, human resource development, employee maintenance, and employee involvement and relations. The results of the study show that Bulgaria's HRM practice strengths are recruitment, employee maintenance, and employee relations. The further study and recommendation is also discussed in the study.
(2006, 5000 words)
The dissertation reports on the HRM strategies used in Barclays Bank. Literature is reviewed on the theory of human resources including the issues of employee recruitment, selection, involvement, team-working, etc. Secondary research is combined with primary research methods (questionnaires and an interview with a Barclay’s branch manager). Conclusions are made about the problems revealed in the course of analysis. Recommendations are offered for best practice in HRM.
(2006, 6000 words)
The dissertation is aimed at providing an analysis of the relationship between the flexible working arrangements offered by the companies in the UK and their implications on the psychological contract of both employees and the employer. The dissertation includes parts like introduction, literature review, methodology, discussion and findings, and conclusion and recommendations. The research uses only secondary data for the purpose of qualitative analysis provided for this research. The dissertation looks at different flexible arrangements adopted by companies in the private as well as the public sector in the UK.
(2005, 15 500 words)
The dissertation investigates the drivers of employee motivation (EM) conducting case studies of EM in Burger King and Mc Donald’s. The review of literature provides information about the food manufacturing industry, motivation theories (i.e. Maslow’s hierarchy of needs theory, Herzberg’s motivator-hygiene theory, equity theory), the issues of employee retention, rewards, training and development, etc. The research uses the methods of primary data collection through sampling, interviews and a questionnaire incorporating the findings into secondary data analysis. Conclusions are made about the factors that affect staff motivation thus enhancing their performance and productivity.
(2006, 20 000 words)
This dissertation examined employee brand loyalty in two firms. An employee’s loyalty to their organization’s brand is important because it generates brand custodians, who add significant value to the firm in their interaction with the customer, as well as creating a large population of potentially loyalty internal customers. This dissertation aimed to construct an instrument to measure employee brand loyalty on the basis of the literature. Testing the instrument using factor analysis, the research went on to measure levels of employee brand loyalty within the two firms and understood the factors that were contributing to these levels. This dissertation would be useful for anyone interested in employee brand loyalty and its antecedents or those wanting to know how to construct and test a measurement instrument.
(2005, 8500 words)
The dissertation examines the problem of high employee turnover (ET) in the retail industry. The review of literature provides information on the definitions of the ET, the causes of ET, ET effects on the performance of the organisation, employee motivation theories, etc. Research methods include case studies based on the primary data obtained through interviews, focus groups and questionnaires, and secondary data analysis. Conclusions are made about the ET trends in retail organisations. Recommendations about the ways of dealing with high ET are suggested.
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