Thesis Details Angeleena

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Project ID

Project title. Ethical HRM practices and employee turnover

Start and end dates of research


10 Jan 2023 - 10 Jan 2024
Proposed activity – aims, objectives, research question(s), and state how it is novel

This part of the proposal talks about the ethical human resource management as an
independent variable and employee turnover as the dependent variable. It tells how the HRM
creates an adverse or positive impact on the employee turnover (Paauwe and Boselie, 2005). A
good management of an organisation creates a positive impact on employee reducing the
employee turnover. Whereas if the HRM is not good the employee turnover increases creating
a negative impact on the overall organisation (GADI and Kee, 2018). It is because the frequent
employee turnover increases the cost of the company (Rajaratnam, 2020) and creates a
disturbance in the company.
Aims: following are the aims of this thesis:
 How HRM creates an impact on employee turnover
 What happens if the HRM is ethical
 What happens if the ethics lack in HRM
Objectives: the objectives of this these are:
 To analyse the HRM and its effects in some of the big organisations.
 How Employees contribute tO HRM.
Research Question:
How does ethical HRM flourishes the company?

Methodology – rationale, data selection and collection, recruitment, participant demographics,


analytical process

Research from the available articles on google scholar and other study material on the internet
and the websites of the company selected.
Research Data Management Plan

The data that I am expecting from the thesis and this course is the detailed knowledge about
human resource management and how it affects the overall performance of employees leading
to the turnover of the employee in the company.
References
GADI, P.D. and Kee, D.M.H. (2018). HRM Practices, Workplace Bullying, and Turnover
Intention: the Mediating Role of Employee Engagement. Asia Proceedings of Social Sciences,
2(3), pp.92–95. doi:10.31580/apss.v2i3.294.

Paauwe, J. and Boselie, P. (2005). HRM and performance: what next? Human Resource
Management Journal, [online] 15(4), pp.68–83. doi:10.1111/j.1748-8583.2005.tb00296.x.

Rajaratnam, S.D. (2020). Direct and Indirect Influence of HRM Practices on Employee
Performance and Turnover Intention. Malaysian Management Journal. doi:10.32890/mmj.11.1-
2.2007.8946.


Project management

Date Description

1st Feb’23-Got permission to visit the company and had a brief discussion
with the manager of the company about the HRM in the company. (1day)

9th Feb’23- had a detailed visit of the company and observed the
environment of the company. (7 days)

10th feb’23- discussed the behaviour of the employees with upper


management. (2 days)

11th Feb’23- wrote all the details collected. (7 days)

Planned outputs/publications/research datasets/impact/dissemination

Use Professional Code of Ethical Practice?


The code of ethical practice used for this thesis is about the satisfaction of employee and how

it effects the employee turnover. The code is based upon the respect of diversity in the firm,

and the human rights being practised in the company. It discusses, how the firm uses code of

practice and affects the employee turnover, either adversely or positively.


Primary or Secondary data?
Secondary and primary

Please provide details


The data we used was primary, as well as secondary as we gathered few articles about the
human resource management of various companies and visited the company together. The
primary data of a specific company was collected that we chose for our thesis and analysed the
HRM pertinent to the company.
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