How Employees impact on the Business Performance of ANTIBO

Products and Distributors.

Business Research Proposal

BA (Hons) International Business Management

By

ADHIL HARIS

UWL ID – 21577106

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 ACKNOWLEDGEMENT

In performing Research Proposal, it is a success I had to take help and guidance from some
respected people. First, I’m grateful to my lord. Who gives me sound mind and sound health
to accomplish my assignment. And my special thanks to Mr. Tharaka Soysa of ANC College
for making the subject interesting and giving a great support to make this research proposal
successful.

Also, I would like to thank my parents for giving me the valuable opportunity of building up
my future.

Further thanks to my colleagues who have been sharing knowledge and helping each other to
clear any doubts.

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 Table of Contents
ACKNOWLEDGEMENT.........................................................................................................2

EXECUTIVE SUMMARY........................................................................................................5

1. CHAPTER 1 | INTRODUCTION......................................................................................6

1.1 | Introduction................................................................................................................6

1.2 | Background of the study............................................................................................6

1.3 | Background and Overview of ANTIBO Products and Distributers..........................7

1.4 | Problem statement.....................................................................................................7

1.5 | Aims and objectives...................................................................................................7

1.6 | Research Question.....................................................................................................8

1.7 | Research hypothesis...................................................................................................8

2. CHAPTER 2 | REVIEW OF RELEVANT LITERATURE...............................................9

2.1 | Contributions...........................................................................................................10

2.2 | Human Resource Management Practices................................................................11

2.2.1 | Recruitment and Selection................................................................................11

2.2.2 | Training and Development...............................................................................12

2.2.3 | Performance Management................................................................................12

2.2.4 | Compensation and Benefits..............................................................................13

2.3 | Theories and models related to Human Resource Management.............................14

2.4 | Conceptual Framework............................................................................................16

3. CHAPTER 3 | METHODOLOGY...................................................................................17

3.1 | Introduction..................................................................................................................17

3.2 | Type and Nature of the study.......................................................................................17

3.3 | Study Population..........................................................................................................18

3.5 | Data Collection.............................................................................................................18

3.6 | Data Analysis...............................................................................................................18

4. APPENDICES..................................................................................................................19

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 SAMPLE OF THE QUESTIONNAIRE..............................................................................19

5. EXPECTED CONCLUSION...........................................................................................22

References................................................................................................................................23

Table of Figures

Figure 1 Policies for identifying human resource and organizational outcomes.............14

Figure 2 European Model of HRM.......................................................................................15
Figure 3 Conceptual Framework..........................................................................................16

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 EXECUTIVE SUMMARY
Employees are considered to be the most important asset and key element of obtaining
competitive advantage of any Business organization such as the small business that I have
selected “ANTIBO PRODUCTS AND DISTRIBUTERS”,

In a business such as ANTIBO which has real impact on employees and their performance,
the amount of workers and employees that is required in the business may have an impact on
the business performance, many organizations take different types of procedures in order to
improve their employees and how they affect the performance and growth of the business.

This study will be aimed at the importance of workers and employees to a business such as
ANTIBO products. This research study will be done on the hypothesis testing according to
the purpose of the study. The business performance will be taken as the dependent variable
while the quantity of workers, the quality of workers and their performance will be taken as
the independent variables.

The sample will be contained of less than 50 currently working employees ANTIBO
Products. A questionnaire will be used to collect data by handing a copy to each employees,
and respondents will be asked to indicate their responds on five likert scale. Data analysis
will be conducted using Statistical Package for Social Science (SPSS). According to the
findings of this study, it will be determined whether the dimensions of independent variables
have significant relationship with the business performance and growth or not. Finally the
conclusion and recommendations will be made using the findings of the study.

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 1. CHAPTER 1 | INTRODUCTION
1.1 | Introduction
This section focuses on the research background of the project, the overview of the
organization, the problem statement, and the justification of the issue. It also includes the
research questions and the research objectives.

1.2 | Background of the study

The concept of employee performance refers to how an organization interacts with its
employees in order to achieve its goals and improve its performance. Due to the various
factors that affect the business environment, most organizations adopt a strategy that is based
on the current market conditions. Therefore, to continuously compete successfully in the
business environment; organizations need to improve their performance by ensuring that their
employees perform accordingly.

In addition to being a vital part of an organization's growth, human resources are also a major
factor that contributes to its competitive advantage. They play a vital role in converting other
resources into outputs. The Human Resource Management section is a specialized field that
studies the various aspects of an organization's human resources. It involves analyzing the
various psychological and emotional characteristics of individuals to determine how they can
be utilized to improve their performance. (Armstrong, 2006)

In order to achieve higher productivity, an organization must adopt practices that can help
improve the performance of its employees. This can be done through the development of its
employees rather than through the implementation of compensation and benefits. Many
companies also invest a lot of time and money in their employees in order to maintain their
skills and improve their performance. Therefore ANTIBO Products must highly consider
improving their employees.

One of the most important factors that an organization must consider when it comes to
retaining its employees is the retention rate. This is because employees are very important to
the company's success. Human resource management can help keep the employees engaged
and motivated by providing them with the necessary resources and training. This study will
be attempted to identify the relationship between human resource (employees and workers)
and the business performance with reference to ANTIBO products and distributers.

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 1.3 | Background and Overview of ANTIBO Products and Distributers.
ANTIBO is a leading Sri Lankan Cosmetics manufacturing company which was started in
2001. Which is located in Mawanella and its products can be found in almost all the leading
supermarkets in Sri Lanka. A C M HARIS was the founder of this business, now his brother
A C M FAIZ and his son runs the business as managing partners.

According to (Surekha, 2005) there were eight people working in the factory when they
started. Currently there are around 40 to 50 employees working in the factory. According to
my insight the company hasn’t made a huge growth or great accomplishments within this 21
years. However my research will help to get to a conclusion whether this slow growth or bad
performance is due to the HRM or not

1.4 | Problem statement

Employees are the most important factor within any company. According to ANTIBO, their
average turnover has been in a close range for the past 21 years since they started the
business, is this because of their employees or the management, their business growth hasn’t
been excellent hence their workers are not the best too.

1.5 | Aims and objectives

Primary Aim and Objective;

 To investigate the relationship between employees and the workers and the growth
and performance of ANTIBO Products

Secondary objectives;

 To identify if the quantity of employees and workers have an impact on the business.
 To recognize if the satisfaction of the employees affect the business growth and
performance.
 To identify if training and development or a good relationship with the workers create
better employee performance.

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 1.6 | Research Question
Despite the various factors that businesses can consider when it comes to improving their
operations, negative performance from their employees can still prevent them from achieving
their goals. This is why it is important that they identify the individuals who are responsible
for their organization's success. This study aims to investigate the effects of employee
performance on the business strategy of an organization.

 Does employee performance affect the success of an organizations business growth?

1.7 | Research hypothesis

It has been believed that employees' performance is very important in an organization's
success. This concept is also evidenced by the fact that when a company's business strategy is
not working, it is likely that the organization will not be able to achieve its goals. On the
other hand, if a positive employee performance is maintained, then the business will tend to
be successful.

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 2. CHAPTER 2 | REVIEW OF RELEVANT LITERATURE

According to Caliskan (2010), the changes that have occurred in the business environment
are caused by various factors such as globalization and the increasing number of investors
and customers. In order to evaluate the effectiveness of strategic HR management, the study
analyzed the impact of different factors on an organization's performance. Despite the various
changes that have occurred in the business environment, many organizations are still forced
to implement effective strategies. While cost-cutting and improving product quality are some
of the factors that have helped many companies successfully implement their strategies,
employee performance is also an important component of any successful business plan.

According to Li, Guohui & Eppler (2008, p.3) in their study, creating a consistent business
strategy can be very challenging. However, it can also be very hard to make the strategy yield
positive results. In addition to being able to identify the ideal strategy, employee performance
can also affect the success of a business.

The implementation of a strategy is considered to be a process that is not science. It is

described as a craft that is not scientific.

According to Schroeder-Saulnier (2012, p.2) an exceptional workforce is very important in

today's competitive global economy. He noted that a company's success in this environment
depends on its ability to identify the ideal strategy and implement it efficiently. This strategy
should also be accompanied by a clear vision of where the organization needs to go in order
to achieve its goals.

In addition to having a clear vision of where the organization needs to go in order to achieve
its goals, a company's employment performance strategy should also be similar to that of its
business strategy.

In order to understand the importance of employee performance in an organization, Galunic

and Hermreck (2012) conducted a survey to analyze the responses of more than 60,000
individuals. They found that high-level employees who perform well help their companies
achieve their goals.

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According to Schroeder-Saulnier (2012) in his study, employees are an essential part of an
organization, and they need to be aggressively managed. He noted that employees are similar
to other assets that an organization should manage. Without performing employees, an
organization will not be able to achieve its goals.

In their study, the three authors of the literature review Li, Gaohui and Eppler (2008)
identified nine critical factors that organizations need to consider when it comes to
implementing their strategy. Out of these, employee performance is regarded as one of the
most important factors that companies should consider when it comes to implementing their
strategy.

In his study, Caliskan(2010, p.110) noted that the importance of employee performance is
also acknowledged by the other stakeholders of an organization. He noted that the
relationship between the performance of an organization's human resources and its business
strategy can be used to determine the company's overall performance. While other factors
such as the financial performance of the company are important, the main goal of an
organization is to achieve its employee performance.

It is important to note that the studies that were conducted on this subject have featured both
primary and secondary data. To ensure that the results of the study are consistent with the
findings of other researchers, the researchers used various methods and data collected from
various companies.

2.1| Contributions
Most companies publish their performance reviews and I am convinced that most of them are
doing well. In one study, Koning (2004) found that almost all of their employees exceeded
their managers' expectations. In another study, he found that most of their employees
received end-year bonuses. According to Koning (2004) study, many companies are failing in
their markets. Their market shares have declined, their service quality has weakened, and
they are running on a high budget.

Unfortunately, these scenarios can't be exceptional. Since many performance management

systems fail to deliver on their promises, it's important to identify where the problems are.
The main objective of this study is to find out how successful companies are when it comes

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to their employee performance. One of the most effective ways to improve employee
performance is by engaging them in the company's business strategy. This study will analyze
the various factors that affect their performance. It will also look into the performance of
ANTIBO Products and Distributers. The study will also look into the various techniques that
ANTIBO can use to improve their employee performance.

2.2| Human Resource Management Practices

Human resources are typically defined as a set of skills, knowledge, and attitudes that a
company or organization uses to create competitive advantage. There are two types of
definitions of human resources: the distinctive and the general. The general perspective refers
to the type of resources that a company or firm uses to acquire and retain talent. On the other
hand, the latter approach focuses on the individuals' abilities and knowledge. (Machado,
2015)

The NIPM states that the recruitment, selection, training, and development of employees is a
continuous process that involves various steps such as establishing a proper relationship with
the workers, reviewing their performance, and settling their compensation and benefits. It
also states that the organization should obey the orders of the Supreme Court and the High
Court when it comes to protecting the health and well-being of its employees.

The concept of human resource practices refers to the process of distributing and managing
the company's resources efficiently (Babu & Reddy, 2013). This strategy can help a company
or organization reach its goals by developing and implementing effective policies and
procedures. According to a study by (Singh & Jain, 2014), a human resource management
system can help an organization keep its employees engaged and motivated. The HR
department is responsible for the recruitment, training, and development of employees. It is
also responsible for ensuring that the company's workers are motivated and committed to the
success of the organization.

2.2.1 | Recruitment and Selection

According to DeCecco and Robbins, recruitment is a process that involves creating the
potential for various positions within an organization. On the other hand, Edwin B. Flippo

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referred to it as a process that involves finding the ideal workers and motivating them to take
on new roles. Selection is a similar process that involves identifying the most relevant and
suitable individuals for the job. Alan Price, a Human Resource Management expert, said that
recruitment and selection are two processes that are commonly used in an organization to
attract and retain the ideal workers.

The recruitment and selection process is the initial step in an organization's HR management
strategy. It involves identifying the ideal individuals for the job and developing a strategy to
ensure that the organization's operations are aligned with the needs of its employees.
According to a study, the recruitment and selection process is very important for an
organization as it involves identifying the ideal individuals for the job and developing a
strategy to ensure that the organization's operations are aligned with the needs of its
employees. (Ghazali et al, 2005).

2.2.2 | Training and Development

The concept of training refers to the process of providing employees with the necessary
knowledge and skills to carry out their duties efficiently and effectively. According to
(Lynton & Pareek, 1967). , training can be organized in a way that allows participants to
receive the necessary training. According to Dowling & Welch, (2004), development is a
process that involves improving an employee's current level of competency and
understanding of their tasks. It can also help them develop their future skills and knowledge.
Besides being beneficial for the employee, training and development can also help boost the
company's profitability.

One of the most important factors that businesses consider when it comes to improving their
employee productivity is training and development. This process involves investing in the
development of their employees' skills and knowledge. According to (Sardar, 2011), training
and development programs should be conducted in a way that provides employees with a
positive attitude and dedication.

2.2.3 | Performance Management

Performance management is a process utilized by organizations to identify and implement
strategies and procedures that will help them achieve their goals. It involves managing the

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various individuals within an organization to increase their chances of achieving a favorable
result (Weiss & Hartle, 1997). There are two types of performance appraisals that are
commonly used in performance management: objective and subjective. The objective
performance appraisal is focused on identifying and developing the best talent, while the
subjective evaluation is on assessing the individuals' performance (Zimmerman, 2009).

2.2.4 | Compensation and Benefits.

Benham stated that compensation is the value of an employee's work performed according to
the agreement between the employee and the employer. It is regarded as an unnecessary
practice in the setting of an organization. According to Edwin B Flippo, the concept of
compensation function is the impartial payment of employees for their hard work.

Some of the compensation that can be offered to employees include bonuses, commissions
from sales, and the sharing of profit. Other perks such as retirement and insurances for life
and disability can also be provided. Employees can additionally choose to receive additional
benefits such as flexible scheduling and holidays.

Various benefits and services are offered by an organization to create a strong relationship
with its employees. This can help improve the employee's performance and make the
organization more profitable. (Jason, John & Gupta, 1998)

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 2.3| Theories and models related to Human Resource Management

1. Guest’s Normative Model of HRM

Figure 1 Policies for identifying human resource and organizational outcomes

According to the Normative Model, a comprehensive HR policy can be demonstrated through

a package. Each goal is a vital factor that can help an organization achieve its goals.

According to Guest, the successful implementation of a business strategy requires the

continuous involvement of all levels of management. This is done through the establishment
of a logical and reasonable strategy that addresses the four policy goals of the organization.

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 2. European model of HRM

Figure 2 European Model of HRM

In 1992, two experts in the field of human resources, John Brewster and Michael Bournoice,
developed the European Model of Human Resource Management. This model clearly states
that the establishment of a solid human resource strategy is required to be part of the business
strategy. Besides the establishment of a comprehensive HR policy, the other factors that are
considered when it comes to implementing a business strategy include the establishment of
an environment that is conducive to employee representation and education.

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2.4 | Conceptual Framework
This study is regarding how the employees impact on the business performance at
ANTIBO. Practically there are thousands of HRM practices. But considering the above
theories and models, researcher has built below conceptual framework using most
suitable and essential HRM practices which are linked with business growth, performance
and success.

Independent variable Dependent variable

Human resource management

practices
1. Recruitment
2. Selection Business Growth,
3. Training Performance and Success.
4. Development
5. Performance management
6. Compensation and benefits

Figure 3 Conceptual Framework

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 3. CHAPTER 3 | METHODOLOGY
3.1 | Introduction
The third part of this proposal provides an overview of the research project's methodology. It
defines the various aspects of the study and its scope. This chapter also covers the sampling
method and data collection methods.

3.2 | Type and Nature of the study

Basic and applied research are two types of studies that are commonly used in the field of
human resources management. In this study, the researcher will investigate the relationship
between the practices of employees and the business performance in ANTIBO. This research
will be used as a descriptive study to understand the various factors that affect the industry.

The two types of studies that are commonly used in this field are qualitative and quantitative.
Statistics are not enough when it comes to assessing the impact of employee performance on
a company. Instead, they should be supplemented with qualitative methods, which involve
conducting interviews with employees. This method will allow the researcher to gain a
deeper understanding of the company's values and experiences. This study will also help
managers and supervisors identify areas of improvement.

In quantitative studies, interviews are commonly used. They are regarded as one of the most
widely used methods due to their ethnography, which involves collecting extensive data. This
type of research is carried out through group or focus interviews, which will allow the
researcher to gather information from high-level employees. In addition to conducting
interviews, the proposed research will also utilize questionnaires.

The goal of this study is to collect data from less than 50 employees. This method is
commonly used in scientific research and other projects. Adejimi, Ogunsanmi, and Oyediran
stated in 2010 that the use of questionnaires has gained popularity due to their ability to
collect data.

The proposed research aims to make it the main method of quantitative research. It will allow
the researcher to collect a large amount of data in a flexible and efficient manner.

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3.3 | Study Population
The population can be referred as an entire group of people, events or things of interested that
the researcher wishes to investigate (Sekaran, 2003). So the population of this study is the all
kind of employees who are working at ANTIBO products. Target population can be defined
as a specified group of population, which the researcher is interested to collect data or
statistic from (Sekaran, 2003). So the target population of this study will be the low level
workers at ANTIBO. Target population of the researcher’s is 47 employees.

3.5 | Data Collection

A data collection process is a systematic method that involves gathering and measuring
information to improve the accuracy of a given area. It can be referred to as a way to identify
areas of interest and improve the efficiency of the company. In this study, Primary data will
be collected by interviews and from selected employees of ANTIBO using a questionnaire
which is consisting with three sections as A, B and C. In section A, it contains questions on
demographic profile. In section B, It contains questions based on independent variables
whereas in section C contains questions relating to the dependent variable. Both independent
and dependent variables will be measured on a 5-point Likert-type scale ranging strongly
disagree, disagree, moderate, agree and strongly agree, respondents will be asked to indicate
their responds. Survey and the data collection of this research will be done by the researcher.
Secondary data of this study will be collected through internet and websites, annual reports of
the organization and lecturer reference.

3.6 | Data Analysis

The quantitative data which will be collected using the questionnaire will be initially coded
into numerical representations, and a series of statistical analysis will be performed using the
software package statistical package for social science (SPSS). For analysis purposes the
respondents will be asked to rank their responses to the questions according to the Likert
scale format.

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 4. APPENDICES
SAMPLE OF THE QUESTIONNAIRE
Part A

Please tick the appropriate box or write in the space provided.

1. Age

18-25
26-35
36-45
Above 45

2. Gender

Male
Female

3. Marital Status

Married
Unmarried

4. Education level

GCE O/L
GCE A/L
Diploma
Degree
None of the above

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 5. Working Experience.

Below 2 years
Between 2 - 5 Years
Above 5 years

Part B
employee satisfaction Strongly agree moderate disagree Strongly
agree disagree
6. Has the company
made it clear to
you what your
role demands in
meeting the
company
objectives
7. Do you believe
that there is an
opportunity for
individual career
growth and
development
within the
company?

8. Will you be
working for the
same
organization in
the next 2 years?
9. Are you satisfied
with your job
overall?

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 Part C
Job passion and Strongly agree moderate disagree Strongly
self-evaluation agree disagree
10.Do you
experience
personal growth
such as upgrading
your skills and
learning other
tasks apart from
your regular to-
dos?
11.Does the
management
involve you while
taking leadership
related
decisions?

12.Do you think you

go beyond your
limits to fulfill a
task?
13.Do you think you
are valued by
your manager?

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 5. EXPECTED CONCLUSION

The results of the study will be used to develop a hypothesis that explains the link between
employees and a company's performance and success. It is also important to note that
negative performance can prevent a company from achieving its goals.

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Read more at: https://www.wowessays.com/free-samples/research-proposal-on-effect-of-

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