Hrm Research Paper

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MERM
CODE : BA70005E
ASSESSMENT : 2
THE RESEARCH PROPOSAL

SEMESTER I : ACADEMIC YEAR 2011 / 2012

Name : ……………………………………………………………. Cand. No. : ………………………………*…………………. Course : ……MBA…………………Mode : F/T P/T Starting : .JAN 2011......................

Title of Research Proposal :
AN INVESTIGATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON RETENTION OF EMPLOYEES IN BANKING SECTOR OF UK

Field : …HR……………………………………….......

Tutor : S . A . Sheriff

CONTENTS

1. ABSTRACT 2

2. INTRODUCTION 2

3. LITERATURE REVIEW 3

4. RESEARCH QUESTION 5

5. HYPOTHESIS 5

6. METHODOLOGY 5

7. ANALYSIS 6

8. CONCLUSION 7

9. BIBLIOGRAPHY 8

RESEARCH PROPOSAL

AN INVESTIGATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON RETENTION OF EMPLOYEES IN BANKING SECTOR OF UK

ABSTRACT:

This research paper aims at exploring and understanding the impact of human resource management practices (career development, supervisor support, work life balance, compensation and reward) on employee’s retention in banking sector of UK. The data will be collected from the employees in various banks by administering questionnaires. Pearson’s product moment correlation analysis and stepwise regression analysis will be used for testing the hypothesis. This research will help the focus organizations and other organizations to develop HRM practices to increase staff retention.

INTRODUCTION:

In today’s environment, human resources are as important as the financial assets and technologies. Retention of employees is necessary for the development and the accomplishment of the organization’s goals and objectives. A number of studies have found that managing turnover is a challenge for organizations using different approaches to retain employees (American Management Association,2001). Organizations invest a lot of money on their employees in terms of induction, training and their development. The loss of talented employees may be very detrimental to the organization’s future success. Outstanding employees may leave an organization because they become dissatisfied, underpaid or demotivated (Coff,1996). Therefore managers must make efforts to minimize employee’s turnover for achieving organizational success. If the company is not able to retain its employees, it will not be able to capitalize on human assets developed within the organization. (Shekshnia,1994). Past researches have linked various HR practices to employee turnover. Human resource management practices can help to create a source of sustained competitive advantage, especially when they are aligned with a firm’s competitive strategy ( Butler, Ferris, Napier,1991) .There are theoretical explanations or arguments in respect of impact of work life balance, career development, compensation and supervisor support( HRM practices) on retention of employees. It seems that there is a gap in the empirical knowledge available about the effects of HRM practices on retention of employees in the organizational context.

2 The problem which is focused in this paper is to examine the effects of HR practices on retention of employees in banking sector of UK. It also focuses...
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