Human Resources

Management
In this presentation, we'll summarise a dissertation on HR management
assessment, discussing key topics such as problematic statements, critical review,
and data collection.

by Mounia Djafer
Immanuel Asare-Donkoh, 2019 – University of BATH, ENGLAND
• Problem Statement
• The dissertation explored the effectiveness of
traditional HR assessment methods and presented
critiques on its accuracy and reliability. The study
argued that the method is flawed since it focuses on
employees' observable conduct rather than their
personal experiences or subjective attitudes.
TABLE OF CONTENTS

- Problem statement
- Theoretical frame work
- Critical literature review
- Conceptual model
- Data collection method
- Research design
- Epistemology
- Our thoughts
Critical Literature Review
The researcher argued that traditional assessments of HR do not consider
employee psychological factors such as values, beliefs, attitudes, and motivation.
Several studies were cited to support this argument, including research of
various cultures, backgrounds, and workplaces.
Theoretical Framework
Employee behaviour
The theoretical framework
considers behavioural psychology
and its influence on employees'
actions such as motivation,
commitment, and job satisfaction.
Cognitive psychology
The study also explores
psychology – how people:
perceive, feel, and process
information about themselves and
their environment.
Social psychology
The final component of the
framework includes social
psychology, which covers areas
such as group dynamics,
leadership, and organizational
culture.
Conceptual Model
1 Factors 2 Elements
The researcher two
primary factors: employee
behaviour and employee
beliefs.
3 Nature of the
Relationship
The model consisted of
The dissertation also
elements such as
investigated the
motivation, values,
relationship between these
attitudes, and emotions to
elements, correlations,
analyse employee
influences, and predictors.
behaviour and beliefs.
Data Collection Method
Questionnaires
The study used structured
questionnaires to collect data
on employee demographics,
behaviour, and attitudes
towards HR.
Interviews
Open-ended interviews were
conducted to gain insight into
how different cultural norms
and beliefs affect employee
assessments.
Personality tests
The study used widely
accepted personality tests,
such as the Myers-Briggs
Type Indicator, to determine
how personal values and
belief systems affect job
performance.
Research Design

1 Research question

The central research question was whether traditional HR assessment methods are inclusive or
not?

2 Participants

The participants were office employees from five companies based on their respective countries
with diverse cultures.

3 Data Collection

The study used questionnaires, interviews, and personality tests to collect information from
participants.

4 Data Analysis

Data was analysed using statistical tools such as validity tests and correlation analysis.
Epistemology
Positivism
The study relies on empirical data
and scientific methods to evaluate
the research question critically.
Interpretivism
The dissertation also applied an
interpretive approach to
understand employees'
experiences, emotions, and
attitudes.
Realism
The research followed a realist
epistemology that acknowledged
the existence of an objective
reality concerning employee
behaviour's assessment.
Our Thoughts
Traditional HR assessment methods are common in workplaces, but research suggests that they accurately reflect
employee behaviour or beliefs. Alternative assessment methods that consider individual experiences and narratives
may be more effective in creating inclusive and diverse workplaces.