Research is a method used to gather and study information about a specific subject and data collection of information on the past and present or primary and secondary data. The purpose of these findings is to assist an organization in setting goals and making strategic decisions to remain competitive in the marketplace. To meet organizational goals, primarily human resources (HR), there should be an examination of how the research affects the human resources goals. Additionally, a comparison of application in primary and secondary research will be and provide an explanation of how reliability and validity are of use in HR research and their importance.
Goals for human will be similar to the goals of the organization to the point that they are in strategic alignment with the organizations goals, and easily adapt to change. To establish goals, research must be conducted in a systematic process of identifying a question or problem, setting forth a plan of action to answer the question or resolve the problem and rigorously collecting and analyzing data, but the job of a Human Resources department of an organization begins with hiring the right applicant for the right position from the start, establishing a successful business relationship (Jenkins, 2009).
Human Resources departments also create job descriptions; collect and analyze employee evaluations; oversee payroll departments; manage discipline processes; conduct and track employee training; conduct, and analyze exit interviews and establish company policies and procedures. For employees, HR is responsible for areas such as staffing needs, hiring, benefits, wages, training, employee development, and health and safety.
[...] Individual research applications: HRM Research is a method used to gather and study information about a specific subject and data collection of information on the past and present or primary and secondary data. The purpose of these findings is to assist an organization in setting goals and making strategic decisions to remain competitive in the marketplace. To meet organizational goals, primarily human resources there should be an examination of how the research affects the human resources goals. Additionally, a comparison of application in primary and secondary research will be and provide an explanation of how reliability and validity are of use in HR research and their importance. [...]
[...] Reliability refers to the stability of the measure. When validity and reliability are used in business, they are used in studying relationship variables, which are important in humans resources research because they are a tool used in employee pre-employment testing, customer/employee satisfaction surveys and exit interviews. Both measurement tools are important in business because people run companies and people are the reason companies stay in business and continue to make a profit (Ghauri & Gronhaug, 2005). References Ghauri, P., & Gronhaug, K. [...]
[...] Comparison of Primary and Secondary Research In comparison, primary and secondary data are useful in conducting research. Primary data is current information obtained through surveys, questionnaires, observation, and focus groups and provides insight into a specific issue such as business/consumer relationships. Secondary data is information gatherable through the past. This information is pertinent because it is a compilation of sources, improve the performance of products/services offered. The collection of primary data is for a specific reason and project clear objectives so the design method can be chosen . [...]
[...] The collection of different types of data is important to finding a reliable conclusion to a complicated issue. The Use and Importance of Reliability and Validity in HR Research Validity and Reliability are measurements in research. In HR research, reliability deals with the consistency and dependability of repeatedly of measuring the same thing and getting the same result whereas validity determines the truthfulness of what is being measured. A valid measure is an observable score equal or close to the actual score. [...]
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