Reference Code FM-GRAD-041.

2
Revision Number 0
Date Effective July 1, 2019

Saint Louis College

Beacon of Wisdom in the North
City of San Fernando (La Union)
GRADUATE SCHOOL

THESIS/DISSERTATION TITLE PROPOSAL CAPSULE

(Quantitative Paper)

Proponent: Given Name Middle Name

Academic Program: MBA Major: _______________________

Proposed Title: An Assessment of Human Resource Management Practices in Modulhaus

Incorporated: Basis for Skills Development

Research Title (as may be redirected by the Panel): ____________________________________

________________________________________________________________________

Background of the Study: (concise; include local scenario/ problem situation; in bulleted form)

 In the present era of globalization where business organizations are facing emerging challenges, the
workforce is essential for growth and survival. Human resources are considered as a source of
sustainable and highly competitive advantage in the organization. The importance of human resource
to every organization cannot be denied. It becomes the backbone and the pillar of any successful
organization.

 Managing employees in an organization is not an easy task. Indeed, the employees are the greatest
asset of the organization as they are the most reliable resource that can keep away an organization
from its rivals. They are the heart and cornerstone of every company. Employees are most expensive
asset for any organization as they can build up or destroy status of company and they can affect
profitability. HRM plays an important role in enhancing the performance of employees and
organizations. When the workers are satisfied with the terms and conditions of the work then the
organization will get more chance of getting higher production and productivity.
 Employee’s performance is the major issue in an organization. It is one of the most factors that affects
the performance of the organization. With this, managers may apply performance appraisal techniques
or trainings in order to examine their employees’ capabilities. They can adopt various HRM practices
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to enhance employee skills and to always maintain transparency regarding the success of the business.
If there are no resource management practices, then the company always face difficulties and not able
to perform in the competitive society (Awais, 2017).

 Human Resource Management (HRM) is concerned with the efficient and effective utilization of
human capital of the organization (Mehmood et al., 2017). HRM policies and practices may either help
or constrain employees in performing their roles (Ngo, Foley, Loi, & Zhang, 2011). In the last two
decades, the issue of the impact of HRM on the organizational performance received the considerable
attention of researchers (Huselid, 2006). Past studies showed that employee participation is positively
related to performance, satisfaction, and productivity of an employee (Pfeffer, 1995). Employee
satisfaction has always been an important issue for organizations (Bhatti & Qureshi, 2007).

 The workplace performance evaluations provide employees with insight as to how they’re perceived,
what they’re doing well and where they can improve. Organizations can use a wide variety of phrases
in evaluations on how to perform better performance analysis like descriptive phrases, strengths and
weaknesses, employee potential, constructive feedback and goals. The purpose of a performance
evaluation is to show team members where they excel and where they can improve. It is one of the
most important tools that push workers to work actively, effectively and efficiently.

 A company’s success depends upon the employees who are working in the organization. Employee
productiveness is essential to the success of each business, however low employee engagement and
motivation, insufficient (or no) coaching, and/or too few workers can impede organizations.

 Even corporations with a great understanding of human resources management encounter HR-related
challenges. As the administrator of Modulhaus Incorporated, there are many challenges encountered
especially during the widespread of the COVID-19 pandemic. The COVID-19 pandemic, political
upheaval, and common unease within the nation have made it more difficult to take care of the level of
calm and equilibrium wanted to maintain company’s working easily.

 Indeed, Human resources are one of the most important factors of a company's success in the twenty-
first century. If you ask ten entrepreneurs what the most difficult aspect of starting a firm is, almost all
of them would likely say cost management. However, HRM, or people management, is the most
difficult aspect of running a corporation.
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 Thus, the purpose of this study is to investigate how do the respondents assess the Human Resource
Management Practices in Modulhaus Incorporated and what are the capabilities and constraints of the
HRM practices in improving employee performance. Lastly, to determine what are the resource
development plan to improve employee and organizational performance of Modulhaus Incorporated.

Literature Survey:
Research Variables: No. of References Read:

Training and Development 10

Compensation and Benefits 10
Performance Appraisal/Management 10
Ethical Behavior in Civil Service 10
Employee Empowerment 10

Theories:
 Vroom’s expectancy theory (1964) by Victor Vroom,
 Herzberg’s two factor theory
 Fifty-Fifty Rule

Gap Analysis on the Literature: There is no enough study on the assessment human resource
management (HRM) practices on employee performance and improvement of organizational efficiency.

Main Problem: This research aims to assess the human resource management (HRM) practices,
capabilities and constraints of the HRM practices and improvement of organizational efficiency as a basis
for skills development.
Continuum:
Source of Data
Assumption Statistical Ethical
Specific Problem Research
or Hypothesis Respondents Tool(s) Considerations
Tool(s)
1. What is the The impact of Employees Research Weighted The researcher
impact of human human made Mean provided a full
resource resource questionnai disclosure
management management re information to
(HRM) practices on (HRM) participants,
employee’s practices which helped
performance of neutral them make an
Modulhaus Inc. in inform decision
relevant areas of; to participate, and
1.1 Training and that translated to
Development; an autonomous
1.2 Compensation decision without
and Benefits; coercion.
1.3 Performance
Appraisal/Manage
ment;
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1.4 Employee
Empowerment?

The HR Employees Research Weighted

manage to made Mean
2. What are the carry out their questionnai
capabilities and job more re
constraints of the efficiently
HRM practices in
improving employee
performance?
3. What HRM A Three Year Head, Research N/A
program can be Medium Term supervisors made
formulated as a Strategic Plan questionnai
basis for the can be re
strategic human proposed.
resource
development plan
to improve
employee and
organizational
performance

Attachment: List of Potential References (in APA v7 format and style)

Huselid, M. A. (2006). The impact of human resource management practices on turnover, productivity,
and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Mehmood, M., Awais, M., Afzal, M., Shahzadi, I., Khalid, U. (2017). The Impact of Human Resource
Management Practices on Organizational Performance. 1. 165-178.
Ngo, H.-Y., Foley, S., Loi, R., & Zhang, L. Q. (2011). Factors affecting the adoption of high-performance
work systems in foreign subsidiaries: An empirical investigation in Hong Kong. International Journal of
Employment Studies, 19(2), 1.