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Data Analysis and Tools
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Data Collection and Analysis
One of the journals that I referred for my literature review was “The Effect of Human Resource Management Practices on Corporate Performance: A Study of Graphic Communications Group Limited”. It is the paper that evaluates the impact of human resource management practices on corporate performance in a government organization. Moreover, the journal access the impact of internal hiring, restructuring and role of HR professionals in making a company competitive.
The paper is based on four hypothesis. It states that reward management, effective recruitment, performance appraisal and training development programs has a positive impact on the corporate performance. To validate the hypothesis and general study, author has collected data using different methodologies. There are only two methodologies used by paper to collect data. The first method is using self administered questionnaires. The respondents were given a choice on a scale of five to enter their answers. The choices were strongly disagree, disagree, neutral, agree and strongly agree. Moreover, the questions were intended to capture information from different segment of people. Below is the breakdown that how information was collected
Segment A: It captured data for the department information. It was like the personal information and the role and designation of the people.
Segment B: It captured data about company recruitment policy and selection process.
Segment C: It captured information and data about the performance appraisals.
Rest of the sections questionnaire were based on the appraisals and corporate performance. The respondents were given a variety of questions from each category to perform a t-test for hypothesis validations.
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Tools used for Data Analysis
Preliminary analysis was performed based on the respondent's answer to the questions. It was mere the collection of facts from the company. As per the analysis, most of the workforce was male dominant and it was attributed to Ghana. It is a country where males are into jobs as compared to females. Second preliminary analysis was about the youthfulness in the firm. The reason for it might be the restructuring done by the HR department. These were based on the assumptions and abstract thinking, however the paper has done a detailed analysis using T- test.
The tool based on statistical analysis yield the result for the authors and it was established that effective training and development program doesn’t lead to great corporate performance. Moreover, it was also concluded that appraisal and performance measures is not responsible for positive corporate performance (Boohene and Asuinura, 2010).
Shortcomings in the methodology and Analysis
First of all the study was intended for only one company and the sample space selected was working for a government firm. Hence, the end results might be totally opposite of a real situation. Moreover, it is not clear that what all offices of the company was contacted to collect data and run an analysis. Another major problem with the analysis is the biasness in the respondents towards the question. It is hard to establish the fact whether respondents were true to give out information unless something important is at the stake. For example, employees try to be very elaborative and logical while filling out the self appraisal form at the year end to ensure that top management gets the idea. However, in the case of give study the respondents might have answered from their personal perspective without thinking about the end results.
In a given company, training can be useful depending on the tools and protocols a company has been following. For example, if a company has a dedicated tool for software development, then it is imperative for the newly joined employees to learn it and pass the tests. In this situation training and development is must for all the employees to contribute towards the overall corporate performance.
Study doesn’t outline the questions that were asked from the respondents. It is important to check whether the parameters for which data was collected correct? Were questions capable of gathering the right information? Were questions confusing to the respondents? What was the situation when question were asked from the respondents? These are a few things that are not present in the data collection and analysis section of the research paper.
Alternative options for research
The analysis should be both a combination of quantitative and qualitative approach. The researcher should have conducted in-depth interviews to collect information about the real state of the candidates. It is hard to conduct many interviews, hence it would have been a good idea to run a collective brainstorming session for qualitative analysis. The only advantage is, it provides different perspective to a problem (SurveyGizmo, 2015).
For running a quantitative analysis, researcher should ensure that questions are not biased towards the predetermined result. Hence, the questionnaire should be planned in a comprehensive way to collect the relevant information only. The questionnaire should test both sides of a candidate on a problem. One question should try to get the answer on the positive part of the problem and other should try to access the respondent thought on the negative side of the problem.
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Boohene, R. and Asuinura, E. (2010). The Effect of Human Resource Management Practices on Corporate Performance: A Study of Graphic Communications Group Limited. IBR, 4(1).
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SurveyGizmo, (2015). Quantitative Vs. Qualitative Research: When to Use Which. [online] Available at: https://www.surveygizmo.com/survey-blog/quantitative-qualitative-research/ [Accessed 1 Dec. 2015].
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