Final Project

Harshini de Silva
M.Sc. (Hons) in Management (Ireland)
B.Sc. (Hons) in HRM (Ireland)
 Title

• Proposal topic and Project topic should be the same

 Abstract
• This will be the summary of your entire project.
• Should be typed at last.
• List of key words.
• Content to be included in the abstract/executive summary
 Summary of what your project is about, why it is important and what you set
out to achieve.
 Summary of the areas of literature you focused on in your literature review.
• Summary of your methodology.
• Summary of your findings.
• Summary of your conclusions and recommendations.
Chapter 01 - Introduction
1.0 Project Rationale – Scope of the research
1.1 Significance of the study
1.2 Organisation background
1.3 Current situation
1.4 Academic Aim and Objectives
1.5 Research Questions
1.6 Outline of Chapters
 1.0 Overview/Rationale
1.1 Significance of the study

• What you expect to achieve on completion of the

research.
• What is the purpose of the research
• What benefits you can expect to bring to your
chosen organisation
• Contribution of the study
 1.2 Organisation background
• Brief background to the chosen orgnisation
• If you are researching about a particular division or
department, information about the department
• Do not mention the vision, mission or the history
• HR topics – mention the number of employees
• Marketing topics – mention the number of branches
 1.3 Current situation
• Write down details of the current situation:​

• Why is your chosen topic important to the organisation?​

• What are the problematic areas?​

• What could happen if they don’t change?​

• What are the potential benefits?​

 1.4 Academic Aim and Objectives

• Objective 1 & 2 should be on the literature review to

be conducted​
• Objective 3 should be on the primary research to be conducted​
• Objective 4 should be on the primary
data findings and conclusions you will make​
• If you wish to make recommendations, indicate them in
the 4th objective.​
• Objective 5 should be on the reflections you will make.​
 Example
The overall aim of this research is to investigate the Impact of Talent Management on Employee
Engagement at TDC therefore, the following objectives have been set.​
​
• To define concept and theories of Talent Management on Employee Engagement through
the use of academic literature. ​
• To explore the relationship between Talent Management on Employee Engagement
using academic literature.​
• To conduct primary research in the form of a questionnaire to gather data related to Talent
Management on Employee Engagement at TDC
• To analyse quantitative data and draw conclusions and to make recommendations based on
primary data gathered and academic literature.​
• To utilise the knowledge gained through this study for reflection, personal learning and
further development.​
 1.5 Research Questions​
• Research questions are influenced by research philosophy and
approach​
• Research design is the general plan of how you will answer
your research question(s)​
• You need to answer the “why”​
• Have valid reasons for all choices you make​
• Justify through your research question(s) and objectives​
• Justification should be consistent with your research philosophy​
 1.5 Outline of Chapters

• A brief paragraph as to what you are intending to

cover in each of the upcoming chapters
 Chapter 02 - Literature Review
2.0 Introduction
• A literature review on a literature review (Should include references and
link with your chosen topic).
• Signposting and emphasizing the key themes you intend to discuss within
the literature review.

2.1 Main body

• Should include appropriate headings and subheadings.
• Should include past researches based on your chosen topic area.
• Do not include any information about your chosen company or industry
 Cont.
2.3 Synthesize of literature reviewed
• Key themes of your literature review
• Should compile similar areas together
• Should bring in multiple references
• Should not bring any new references
• Overall summary of the chapter or the conclusion

2.4 Chapter summary

• Areas you have covered and introduce the next chapter
• Should be written in past tense.
 Topic : Employee motivation on employee
retention at………………………………..
There are main areas – employee motivation, employee retention, and the relation ship

Under motivation – Factors (max 5), models, theory (max two theories)

Under factors – 3 to 5 areas – in-order to prepare the questionnaire or interview questions

1. Employee motivation
Factors effecting employee motivation
a. Performance management – i. Clear for the employees
ii. Targets are achievable
iii. Transparence
iv. Proper Feedback
v. Performance bounces or trainings
b. Rewards
c. Grievance Handling
d. Work life balance
e. Training and development

2. Employee retention

3. Relationship between Employee motivation on employee retention

Rationale Table
 Example 1
In a study conducted on luxury SME hotels in US, UK, Australia
and Greece investigated how talent management influenced
employee retention strategies using 27 face-to-face semi
structured interviews. The main findings of that study included
that “friendly, family-oriented and open access culture,
teamwork, compensation, succession planning and training and
development. A hybrid exclusive and inclusive approach to talent
management (TM) is proposed with the implicit engagement of
the individuals” (Marinakou and Giousmpasoglou, 2019).​
 Example 2
A quantitative research based on the effect of Talent
management on employee retention was conducted by
Ishafani and Boustani (2014) in Iran. The main
indicators of that research showed significant positive
relationships between Talent management, employee
retention and organizational trust.
 Example 3
In one research carried out on staff of Isfahan University of Iran
which investigated the effect of talent management on employee
retention using 30 questionnaires on the employees who were
randomly selected. The main findings proved that talent
management and organizational trust had a positive and a significant
relationship, moreover, talent management, organizational trust,
succession planning, job experience, training, coaching, mentoring
and career management had a positive and a significant relationship
with employee retention (Isfahani and Boustani, 2014).
 Example 4
A research conducted on randomly selected staff members of
Isfahan University of Iran examined the effects of talent
management on employee retention through a quantitative
study. The main findings demonstrate how talent
management has a positive influence on organizational trust
which leads to a positive relationship between employee
retention and succession planning, job experience, career
management and training and development (Isfahani and
Boustani, 2014).
 Chapter 02 - Methodology
3.0 Introduction to methodology
3.1 Conceptual Framework
3.2 Hypothesis
3.3 Operationalisation
3.4 Research Onion
3.5 Population and sampling
– Sample method – probability or non- probability
3.7 Piot survey
3.8 Ethical approach to research
3.9 Limitations
3.10 Chapter summary
 Methodology
• Methodology should be written in past tense in appropriate situations.
• Methodology should emphasize your chosen approach to data
collection.
• Methodology should include benefits, limitations, characteristics
• Methodology should be structured as follows:
 Theoretical discussion.
Benefits, limitations or characteristics.
Your chosen approach.
Justification of your approach
 3.3 Operationalisation
Variable Dimension Criteria Question Number
Dependant Variable
Employee Turnover Turnover Influences Depicts what factors influences an employee to quit a certain job. 9
Intentions

Employee appreciation To identify whether the employees are appreciated for their tasks 10
completed. Discriminative bosses and leaders tend to overload
employees with work while not necessarily appreciating their job well
done, due to political views based on diversity taken place in the work
place (Ferdman and Deane, 2014)

Job Satisfaction To identify whether the monetary incentives gained are satisfactory for 12
the work done by the employees as monetary benefits nevertheless is the
most critical incentive for motivation and satisfaction (Osa, 2014).
However, monetary incentives are not the only important factor as a
primary factor of job satisfaction (Delic et al., 2015)
 What is a Questionnaire?

• A questionnaire is a series of questions asked from individuals to obtain statistically

useful information about a given topic.

• Questionnaires are one of the most widely used methods of collecting data
especially in business and management research

• It is a mechanism of recording answers by respondents to questions raised by

researchers

• It could also be an interview in which questions are asked either in person or over
the phone.
 Questionnaires
Advantages
• Non-bias responses can be collected.
• Data obtained through structured questionnaires can be easily generalised to the sample.
• Data can be collected from a large number of respondents.
• Less time consuming.
• Less resources consuming.

Disadvantages

• The risk of non-response.

• Unable to capture social dynamics.
• The respondent have very minimal opportunities to clarify certain questions and its context.
 Questionnaire

• The response rate, the reliability and the validity can be maximized
by:

- Careful design of individual questions

- Clear and pleasing layout the questionnaire
- Explanation of the purpose of the questionnaire
- Pilot testing
- Carefully planned and executed administration
 Open Questions

Example:

Why did the organization introduce its marketing

strategy?

How has cooperate strategy changed over the past

five years?
 Specific and Closed Questions

• The questions that are used to obtain specific information or to

confirm a fact of opinion.

• Commonly use in structured interviews.

Example:
How many people respond to the customer survey?

Did you lose money?

 Importance of Pilot Testing

Pilot test will provide following information,

• How long the questionnaire took to complete
• The clarity of instruction
• Which, if any, questions were unclear
• Which, if any, questions the respondent felt uneasy about answering
• Whether in their opinion there were any major topic omissions
• Whether the layout was clear and attractive
• Any other comments
 Things to do after Pilot testing
• Amend the questions according to the feedback
received
• Insert a copy of the pilot questionnaire or
interview questions in an appendix
• Demonstrate how the pilot test helped you refine
your questionnaire/interview questions
 Questionnaire Relevance and Accuracy

• Relevance and accuracy are the two basic criteria a questionnaire must meet if it is to achieve the researcher’s
purpose.

• A questionnaire is said to be relevant if;

 No unnecessary information is collected
 Information that is needed to solve the research problem is obtained.

• When planning the questionnaire design, it is essential to think about possible omissions.

• Respondents tend to be most cooperative when the subject of the research is interesting.

• If questions are not lengthy, difficult to answer, or ego threatening, there is higher probability of obtaining
unbiased answers.

• Question wording and sequence substantially influence accuracy.

 Likert Scales

A measure of attitudes designed to allow respondents to indicate how

strongly they agree or disagree with carefully constructed statements
that range from very positive to very negative toward an attitudinal
object.
 Likert Scales

Example:
Mergers and acquisitions provide a faster means of growth than
internal expansion.

Strongly Disagree Disagree Uncertain Agree Strongly Agree

(1) (2) (3) (4) (5)
 Likert Scales

• To measure the attitude, researcher assigns score or weights to

the alternative responses.
• In this example, weights of 5, 4, 3, 2, and 1 are assigned to the
answers. (However, the weights should not be printed on the
questionnaire.)
• Because the statement used as an example is positive toward
the attitude, strong agreement indicates the most favourable
attitude on the statement, and is assigned a weight of 5.
 Designing a Questionnaire​
STEP 1

• Make sure that your questionnaire follows a logical, ordered sequence,

with topics grouped into sections. ​

• Start with an introduction (explaining what the research is, who is

conducting it, what will happen to the results and how long the
questionnaire will take to complete). ​

• Finish with a conclusion (a short sentence thanking respondents for taking

part). ​
STEP 2
• Your questionnaire should be as short as possible. ​

• Don’t ask unnecessary questions or any that are not relevant to your
research topic. ​

• Ensure that every question helps to answer your research question and
helps you to achieve your aims and objectives. ​

• Delete those that don’t.​

Step 3
• Produce straightforward, clear and short questions. ​

• Start with easy-to-answer questions and, if you have to ask

more complex questions, do so towards the end of your
questionnaire.​
​
• Include filter questions that enable respondents to skip sections
that are not relevant to them. ​
STEP 4
• Make sure that your questions are free of prestige bias (questions that
could embarrass or force respondents into giving a false answer).​

• Don’t assume knowledge or make it seem that you expect a certain

level of knowledge by the way that your questions are worded.​

• Don’t create opinions artificially by asking someone a question they

know nothing about or they don’t care about.​
STEP 5​

• Pay close attention to vocabulary: avoid technical words and jargon and don’t
use words that have multiple meanings.​

• Avoid two questions in one and negative questions

• Try to avoid causing upset, offence, frustration or anger by the way that your
questions are worded or asked.​
​
​
STEP 6

• If you are dealing with sensitive topics that could lead to embarrassment or sadness, for
example, it might be better to ask an indirect question rather than a direct question. ​

• This could include asking the respondent to think about how other people might
behave in or react to a given situation, rather than asking them to think about how they
personally would behave or react. ​

• Asking participants to understand another person’s perspective, or asking them how

they see (or position) other people, can be a useful way to ask about sensitive topics.​
STEP 7

• Avoid vague words such as ‘often’ and ‘sometimes’. Use specific time-frames when
asking about behaviour. Also use specific place-frames, where relevant.​

• Provide all possible responses in a closed question and consider all alternatives. ​

• Make sure that all frequencies and/or time-frames are supplied, if you are using them. ​

• Include a ‘don’t know/not applicable’ response so that respondents are not forced into
an answer when they do not, or cannot, have an answer.​
STEP 8
• Ensure that your questionnaire is suitable for the mode of administration. ​

• For example, if it is to be a self-administered questionnaire, ensure that clear

instructions are given to respondents. ​

• If it is to be administered by telephone, ensure that questions sound right and

can be easily understood.​

• Make sure that your questionnaire looks professional (choose your font type and
size wisely, avoid clutter and include plenty of white space, for example). ​
 Questionnaire

AN ANALYSIS ON THE IMPACT OF PSYCHOLOGICAL

CONTRACT ON EMPLOYEE RETENTION

…A Case Study on SriLankan Airlines…

Hi,
I am G. Fazmina Fuardeen, a student of Business Management School (BMS) currently
following second year degree. As a part of my curriculum, I am conducting a research on
investigating the impact of psychological contract on employee retention. Please take a few
minutes to complete the questionnaire to help me in conducting this research study. Your
time and feedback are highly appreciated.
Thank you in advance!

Instructions
Psychological Contract (PC) is a set of mutual unwritten expectations that relies between
an individual and his/her organization. It is neither a physical contract nor a legal document.
Rather an invisible force which ties up employer -employee relationship and thus, offers a
framework for monitoring employee expectations and job outcomes that can influence their
retention.
Please tick (√) the appropriate box.

1. Gender?
 Male Female

2. Age?
 18-25 years
 26-35 years
 36-45 years
 46-55 years

 Above 55 year
 Disagree

Disagree
Strongly

Strongly
Neutral

Agree

Agree
1 Provides a competitive salary package.

2 Provide adequate resources to complete your work.

3 Provides job security.

4 Maintains consistency in reward policy.

5 Motivates you to perform well.

6 Concerned about your goals, values and opinions.

7 Makes commitment to retain you in the future.

8 Cares about your job satisfaction and commitment.

9 Provide training and support.

10 Concerned for your well-being.

11 Offers promotions and career advancements.

12 Allow you to participate in decision-making.

13 Encourage knowledge sharing.

14 Help you to develop externally marketable skills.

15 Enables you to adjust to new challenging environment and performance requirements.