Professional Documents
Culture Documents
Proposed Title
Systematic Literature Review on the
Changing Role of Human Resource
Management and its Associated HR
Functions in UK MNCs
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Section One
• Introduction
Research study is integral part to utilize knowledge both in primary and secondary
tenets and ways, this research will tackle on the systematic literature review about
human resource management and the awareness of such HR roles and changes as
incorporated into human resource functions from within UK multinational
companies. Human resource management is a type of management that works well
with people and how they are effective to the actual work process that adheres to
roles and functions in certain assumptions and how HR is changing its associated
functions such as those that deal with training and development. Human resource
role assume empowerment in UK MNCs resources and diverse roles to make known
of business practices and principles. Aside, systematic literature review presentation
will be important in research, to discuss comprehensively research approaches and
HR related perspectives, how HR roles are of effective stature. The integration of
concepts and theories framework, to gain salient knowledge of HRM domain and
MNCs in the UK, HR related change management.
The problem now in UK human resource nature is the lack of critique approach on
the changing HRM roles and the possible limitations of systematic literature review
concerning HR roles and functions. Studies do not focus on roles but of HR
performance as it can be that role context is at the top level before HR reaches to
award winning events and performance. Although there can be volumes of literature
studies dealing with human resource and its roles but there is limited research
encounter on ‘systematic literature review’ wherein certain research assessment
tool matters a lot for the completion of the study. Due to problems of systematic
assumption, HR related cases are not accessible as good material for fact finding,
case studies of HR roles and functions in UK based context was also of research
problem, and overall HRM tenets of its MNCs on people management side.
The core aim of research is to have a step by step process relevant to systematic
literature review of the changing roles of HRM and associated functions, UK based
MNCs contextualization. Research objectives, is to be able to present various
theories and concepts pertaining to human resource management, HR roles and its
changes as of today’s time and HR based functions as well. To have research
critique on several academically reviewed articles and journals and the application
of quality assessment criteria as basis of research critique for systematic literature
effectiveness. To engage in descriptive case research of various proponents in
relation to HRM changing roles and associated functions for UK MNCs adaptation.
• Research Questions
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Research questions are essential part of the research process, as this will imply a
solid connection towards secondary knowledge composed of peer reviewed studies
such as from academic centered journals and articles, also from documented
information and facts from books having contents about leadership and change. The
research questions serve as the initial organization flow of the study’s review of the
literature which leads to the creation of research methods and techniques and the
questions were the following:
• Hypothesis
Research is limited to systematic literature review of HRM roles and functions but
not on concepts and theories in presentation and for simplicity consider the table
below to present certain limits and the assumptions can derive from the contents
thereunto
Item Inclusion criteria Exclusion criteria
3
Date of publication Within ten to fifteen More than fifteen
years years
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Section Two
• Literature Review
The foundation of organization involved in HR roles and functions and its MNC
success domains and that success in HR not just happen to be in operations
influence over various products and services but, business can’t fully exercise
overall stature of the business without HR roles as enclosed in the Corporate Social
Responsibility by Waldman (2006). The strategic role of human resources is related
changed of HR functions of service such as from traditional sense to shared service
tenets and be able to attempt to understand and deal with HR function and role
connectivity. The UK MNCs adapting to process of HRM changing roles are ideally
committed to safe, reliable and innovative HR oriented services from within changes
that are strategically known at the execution of HRM pathways (Gibb and Scott
1999). HR related responsibility amiably determines strategy in management upon
mapping role affective stance of such realm of HR environment success (Master and
Heresniak 2002). Thus, having effective HR bases for instance, HR manager has
moral obligation to pursue profit and engage in social responsibility only when there
is precise investment, leaders are driven by ample sales and profits and from having
good roles and functions, consider training and development assimilation (Pinkston
and Carroll 1996). The changing role of HR can adhere to the following conceptual
point why organization utilizes HR, is assumed from the process of globalization, the
encouraging factors for the spreading of HR practices, it is becoming increasingly
clear that effective leaders have to be chosen so that whatever change there can be
will allow deep success of MNC ways, there is ample need to understand leadership
as well as change antecedents of the known HR roles (Gunther 2005; Finkelstein and
Hambrick 1996), some areas of concern and the discretion of change values in
realizing valuable outcomes from within HR formation. HR functions can lead to
emphasis that managers utilize role change as one channel to keep good and wise
decisions, as presence of better HR decisions can be critical for having insights into
effective MNCs practices (Pant and Lachman 1998; Agle et al. 1999). Thus, noting
that HR role choices are to vary in ways adopted by UK MNCs from within research
paradigms and spontaneity as related to various change drivers of roles from such
perspectives formation (Wood 1991 p. 702).
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House et al. (1999); Waldman and Yammarino (1999) noted HR roles serves as
significant to HRM function, shaping of HRM values and certain behavior toward role
change. Human resource responsibilities have to be directed in identifiable
community group relevant to strategic roles of HRM for UK MNCs as imposed into
HRM effective functional standards (McWilliams and Siegel, 2001), for example Dell
UK valuing HR chain related ways and assessment, allowing HR changing roles to
have relevant factor for Dell to be effective from concepts, choices and change
process (McWilliams and Siegel 2001). Truly, today’s HRM for MNCs are pivotal to
center activities of business, process of role change linking to shareholders,
suppliers and employees. The need to lead from front, upon involving HRM leaders
into business operation, committed role change is good upon taking HR practices
into positive forwarding of human resource composition (McWilliams and Siegel
2006; House et al. 1999; Waldman and Yammarino 1999). Therefore, MNC
organizations utilize HRM roles in relation to functional cues and change
management with a positive evaluation of literature foundations and ideologies,
constructive human resource, strategic functional roles for HR effectiveness and
award winning realization.
Section Three
• Research Approach
• Methodology
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Study (yr of publication)
Title
Authors
Study population
Type of Study
Year of study
Sample size
Journal
QUALITY ASSESSMENT
The quality assessment can be based on critique, critiquing the eighteen articles or
journals based on the following above points mentioned. Quality assessment was
done using the sample size (A> 5000, B = 1000- 5000, C < 1000) and a modified
eight point quality rating system published by the US department of Health and
Human Resources, Agency For Healthcare Research and Quality (2003)
(http://www.ahrq.gov/clinic/epcsums/strengthsum.htm). The checklist included;
Study question, study population, comparability of subjects, and exposure to
intervention, outcome measurement, statistical analysis, results, and discussion.
Each point was scored and rescaled to 100 for clarity with 100 representing the
highest score. The methods are to be adopted because of differences in the
populations and settings from which results of research studies will be obtained.
The method for recruiting research participants will by asking them face to face to
voluntarily participate in the research process, sending them permission letters and
assure them of privacy as well as confidentially of profiles and other information,
criteria for selecting the research participants will be according to age and years of
work experience in the company and they should be HR based employees working
not less than six months of service and will full under age range of 25 years of age
and above regardless of their gender and status. A possible of around 100
respondents can be ideal in this dissertation study representing 10 percent part of
the whole population of 1000 (MNCs in UK). Case study research figures among
those qualitative methods that have been recognized as having gained acceptance
over last decade in such investigative field (Benbasat and Weber 1996; Klein and
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Myers 1999). The literature on research methods as appropriately indicated in
various studies imposed by Creswell and Yin such as for instance, Yin (1994)
captivates the use of case study methodology as one simple tool that bring in
accuracy in research in matter of inquiry as stated by Yin (1994) “case study implies
to empirical inquiry focusing contemporary phenomenon within real life context and
boundaries between phenomenon and its context are not clearly evident in a form of
single or multiple case studies as the method basis can be both qualitative and
quantitative in nature (p. 13). Data will be collected and analyzed through using
qualitative techniques such as pointing towards document analysis, interviews and
questionnaire survey. The primary data is to be collected from the respondents in
case situations, secondary data is to comprise of reference concerning research
subject, using of current information on chapters/sections in the study will be in
realization. For data analysis and procedures it is important to have complete
awareness and understanding of the research approach/design the study implies as
data analysis have relevance to research questions involved and thus, each of the
questions will be analyzed through content analysis pertaining to case study
analysis and several interviews. There present documentation of the types of data
analysis which have been used in various types of empirical research conducted by
the researcher over time and overall research will be documented. Conducting
empirical research without considering its reliability and validity is pointless,
because the researcher will not be able to generalize from the results as useful in
theory building and theory verification (Marshall and Rossman 1999; Paton 2002).
Section Four
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Task 4:
Conduct
Task 3: draft of the
Task 1: Task 2: Do initial methodology
Prepare Set-up research : descriptive Task 5: Task 6:
Research appointme reviews case Analyze Research
Proposal nts with and research: data Data
Monthly Draft supervisor gather systematic gathered Analysis
Dates s and collective literature and
colleagues thoughts informatio
n
January
2010
January
2010
January
27,
2010
January
28,
2010
January
2010
Februar
y 2010
Februar
y 2010
Februar
y 2010
Februar
y 2010
Februar
y 2010
March
2010
March
2010
March
2010
March
2010
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Mont Mont
Plan of Research Activities h Month Month h
Janua Februa Marc
ry ry February/Ma h
2010 2010 rch 2010 2010
Search for Related Literature
Selection of the Topic
Definition of the Problem
Development of Objectives
Selection of Methodology
Check the availability of resources
Verify the accessibility of resources
Write the draft of the proposal
Prepare case study and survey schedule
Secure adviser’s approval
Do the needed revisions
Test research tool validity
Select the study sample
Conduct research proper
Administer research tools
Do the assessment techniques
Gather and analyze results
Do the necessary data presentation
Interpret findings
Preparation of the final report
Formulation of conclusions and
recommendations
Preparation of the table of content,
appendices
Editing and Final Formatting
Printing
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References
• Gibb J and Scott N (1999) Strategic Awareness, Personal Commitment and the
Process of Planning in the Small Business, Journal of Management Studies
22(6), 597-631
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• McWilliams A Siegel D and Wright PM (2006) Corporate social responsibility:
strategic implications, Journal of Management Studies 43(1): 1–18.
• Pant PN and Lachman R (1998) Value incongruity and strategic choice, Journal
of Management Studies 35(2): 195–212.
• Yin RK (1998) Case study research: Design and methods (5th ed.). Newbury
Park, CA: Sage Publications
• Yin RK (1994) Case Study Research, Design and Methods (2nd ed.), Sage
Publications, Beverly Hills, CA
• Ethical Issues
- Come up with HR related ethical committees and carry out further research
responsibilities
- The obligation to ensure that participants are no worse off during the testing
than they were before
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