Updated Speaker's Note

Speakers Note

Questionnaire

Q 1

Mention your likeliness to stay in your current organization, if you are offered a non contractual job from another organization

Scale of 1 to 10

Q2

Mention your leadership performance on the scale on 1 to 10

Scale of 1 to 10

Q3

Overall, how satisfied or dissatisfied are you with your current organization

Scale of 1 to 10

Q4

Overall, to what extent has cumulative HR functions met your expectations.

Scale of 1 to 10

Research Question

What are the effects of human resources outsourcing on leadership performance and employee commitment?

Hypothesis 1

Leadership performance, on an average, is similar in organizations, which outsource human resources and the ones, which doesn't

Hypothesis 2

Employee Commitment, on an average, is similar in organizations, which outsource human resources and the ones, which doesn't.

Chosen Instrument

Questionnaire is the best survey instrument for this research as it is less complex, for basic social sciences research. It is familiar with the population; therefore sample respondents find it easier to understand and answer the question, mitigating the chances of biasness.

Furthermore people might be reluctant to give interview or speak on controversial issues and it will be difficult to quantify or rationalize the findings from interviews etc.

Chosen Test (T- test)

We have chosen to conduct our quantitative part of the research, through Independent Sample T test. We have chosen this method because it provides us with the answer of averages of two different samples, the ones which are tested with the research question and the ones which are tested against the research question. For instance, in our scenario, we will be looking for the average leadership performance and the average employee commitment between those employees, who are being outsourced employees and the ones which are being non- contractual employees.

Why not other two tests were chosen?

Correlation

The correlation method provides us with the amount of variation in on variable but another variable. It is an effective method, to know how two factors are related. For instance, in our case, we can see the correlation of employee commitment against outsourcing human resource and by its strength and direction (positive or negative), determine its their direction of relation. However it is quite possible that similar correlation exist between two independent samples. For instance the leadership performance and the average employee commitment between those employees, who are being outsourced employees and the ones which are being non- contractual employees, might have same correlation, hence the result will be inferred by would have rational implications.

Graphical

The graphical methods are easier to understand and save time and efforts. However these methods lack rational justifications and defense of the findings. Therefore this method would also be rejected against the claims that are being made.

Results

Group Statistics

Employee Type

N

Mean

Std. Deviation

Std. Error Mean

Q1

Outsourced

14

2.7857

1.18831

.31759

Non-Contractual

11

6.4545

1.75292

.52853

Q2

Outsourced

14

3.0714

1.49174

.39868

Non-Contractual

11

7.0909

1.70027

.51265

Q3

Outsourced

14

2.7857

1.47693

.39473

Non-Contractual

11

5.8182

1.53741

.46355

Q4

Outsourced

14

2.8571

1.16732

.31198

Non-Contractual

11

7.0909

1.44600

.43598

Group statistic shows the average ratings of the two samples, we have chosen (Outsourced and Non-Contractual). It can clearly be seen that the average rating in all the questions (1-4) is prominently higher in the non-contractual employees. However in order to rationalize the justification we ...