RESEARCH PROPOSAL SAMPLE on Women Empowerment and Micro Finance
Sample Research Proposal
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Transcript of Sample Research Proposal
Employee Performance Management, a Major Factor to Organisational Growth
1.0 Title
The working title of the study is initially drafted as - Employee Performance
Management, a Major Factor to Organisational Growth. Performance is the central tenet
of performance management which means an accomplishment of something or working
effectiveness. Within an organisation, performance is realised as three levels namely
organisation, process and individual, and the interrelationships among these levels
serve as the vantage points of an organisation.
2.0 Research Overview
According to Fenwick and De Cieri (1995) and Hitchcock (1992), performance
management is the process of transforming strategic objectives into action, monitoring
progress, and rewarding results. Definitions of performance management as a holistic,
or integrated, strategic approach, thus extending the concept beyond
performance appraisal, are now in common use. For example, a process for
establishing shared understanding about what is to be achieved, and approach to
managing and developing people in a way which increases the probability that it will be
achieved in the short and longer term (as cited in Fenwick, De Cieri and Welch, 1999).
Further, performance management plays an important role in performance feedback,
individual job assignments, development planning and identification of training. From
the manager’s perspective, performance ensures that individual employees or teams
know what is expected of them and they stay focused on effective performance (as
cited in Stahl, Bjorkman and Cebula, 2006, p. 179). Vance and Paik (2006) also relate
that that an effective performance management should entail an ongoing professional
and productive organisational learning and so the requirement for the individual
expatriate to commit to continual reflection regarding the expatriation experience (p.
258). Performance therefore contributes to the growth and success of the company
especially through the combination of competences and expertise within the
organisation.
3.0 Research Problem
The key question that will be given answer to in this study is: How
important performance management is for organisational growth? Other research
questions are:
1) What are the benefits and advantages of effectively managing the
performance of the employee to the overall growth/development of the
organisation?
2) What are the elements of performance management that makes it a
precursor to organisational growth?
3) To what extent does effective performance management relates to
organisational growth?
4.0 Research Objectives
The main aim of the study is to investigate the importance of
effective employee performance management to organisational growth. In lieu with this,
it is necessary to:
· Determine the integrality of effective performance management to
organisational growth
· Distinguish the interplay between organisational growth and performance
management
5.0 Research Plan
The research strategy that the study will utilize is the descriptive method. A descriptive
research intends to present facts concerning the nature and status of a situation, as it
exists at the time of the study (Creswell, 1994). It is also concerned
with relationships and practices that exist, beliefs and processes that are ongoing,
effects that are being felt, or trends that are developing. In addition, such approach tries
to describe present conditions, events or systems based on the impressions or
reactions of the respondents of the research (Creswell, 1994). This research is also
cross-sectional because of limited time. This research is a study of a particular
phenomenon (or phenomena) at a particular time. (Saunders et al, 2003) Accordingly,
cross-sectional studies often employ the survey strategy, and they may be seeking to
describe the incidence of a phenomenon or to compare factors in different
organizations.
In this study, primary and secondary research will be both incorporated. The reason for
this is to be able to provide adequate discussion for the readers that will help them
understand more about the issue and the different variables that involve with it. The
primary data for the study will be represented by the survey results that will be acquired
from the respondents. On the other hand, the literature reviews to be presented in the
second chapter of the study will represent the secondary data of the study. The
secondary sources of data will come from published contents from books, journals,
magazines and newspapers and online databases.
6.0 References
Best, J. W. (1970). Research in Education, 2nd Ed. Englewood Cliffs, N.J.: Prentice
Hall, Inc.
Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches.
Thousand Oaks, California: Sage.
Fenwick, M. and De Cieri, H. (1995). Building an Integrated Approach
to Performance Management Using Critical Incident Technique. Asia Pacific
Journal of Human Resources, 33(3): 76-91.
Hitchcock, D. E. (1992). The Engine of Empowerment. Journal for Quality and
Participation, 15(2): 50-58.
Saunders, M., Lewis, P. and Thornhill, A. (2003). Research Methods for Business
Students, 3rd Ed. London: Prentice Hall Financial Times.
Stahl, G. K., Bjorkman, I. and Cebula, R. (2006). Handbook of Research in
International Human Resource Management. Edward Elgar Publishing.
Vance, C and Paik, Y 2006, Managing a Global Workforce: Challenges
and Opportunities in International Human Resource Management, M. E.
Sharp Publishing.
7.0 Timeframe
TASK Weeks
1st 2nd 3rd 4th 5th 6th 7th 8th 9th 10th 11th 12th
Read literature
Finalize objectives
Draft literature review
Devise research
approach
Review secondary data
Organizesurvey
Developsurveyquestion
s
Conductsurvey
Analyze secondary and
primary data
Evaluate data
Draft findings chapter
Complete remaining
chapters
Submit to tutor and
await feedback
Revise draft and format
for submission
Print, bind and submit
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