Role of HRM in Resolving Employee Issues; Its Importance in Industry Competitiveness

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ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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ABSTRACT

In the last three decades, the study of organisational justice has become a major topic of inquiry for organisational researchers. The interest in organisational justice or fairness, mainly, has been driven by its practical relevance to the quality of employee productivity and other related work outcomes. Specifically, when organisations and decision makers are perceived to be fair, workers manifest higher job performance, higher rates of organisational citizenship behaviours, and more favourable work attitudes. The aim of this study is to examine the role of HRM in resolving employee issues which can help firms create competitiveness in the industry. The research was conducted using mixed research methodology, where both qualitative and quantitative data was obtained. Primary data was obtained for the study, where interviews and surveys were conducted HR managers and employees respectively to answer the research question of the study. The study found that HR has a significant role in solving employee issues. Moreover, by solving these issues, HR helps retain talented employees that can generate competitiveness of the organisation among its competitors.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background of the Study1

Research Aim and Objectives1

Research Questions2

Significance of the Study2

CHAPTER 2: LITERATURE REVIEW3

Changing Role of Human Resources Management3

Organisational Justice3

Justice and Human Resource Management4

HRM and IR5

Communication7

Creativity7

Being Updated With the Current Employment Laws7

Leadership8

Conflict8

Causes of Conflict9

Effects of Conflict10

CHAPTER3: METHODOLOGY11

Overview of Qualitative and Quantitative Research Approaches11

Overview of the Mixed Method Research Approach13

Research Approach and Design13

Benefits and Disadvantages of Mixed Method14

Data Gathering15

Sampling Strategy15

Data Analysis Approach16

Qualitative Data Analysis16

Quantitative Data Analysis16

Justification for Research Design17

Validity17

Reliability18

Research Access19

CHAPTER 4: FINDINGS AND DISCUSSION21

Survey Results21

Interview Results29

Economic and industrial relations29

Conventional practices for managing workplace conflict30

Managing the Employee Relationship34

Employee Relations35

Tackling performance issues37

Older employees38

Performance managing before problems arise39

Settlement negotiations41

Case Study: ComReg, Ireland42

CHAPTER 5: CONCLUSION48

REFERENCES49

APPENDIX53

Chapter 1: Introduction

Background of the Study

In the last three decades, the study of organisational justice has become a major topic of inquiry for organisational researchers. The interest in organisational justice or fairness, mainly, has been driven by its practical relevance to the quality of employee productivity and other related work outcomes (Cropanzano et al., 2008, p. 164). Specifically, when organisations and decision makers are perceived to be fair, workers manifest higher job performance, higher rates of organisational citizenship behaviours, and more favourable work attitudes (Cohen-Charash & Spector, 2001; Colquitt et al., 2001). In contrast, when employees are treated unfairly they are more likely to display behaviours that harm the organisation or its members (Ambrose et al., 2002; Aquino et al., 2004). Employees face various issues such as harassment, job dissatisfaction, and unequal treatment by ...