The chapter also discusses the research techniques, instrumentation, population, strength, weakness of the research. 3.1. RESEARCH DESIGN A research design is a plan, structure and strategy of investigating to get answers to research questions or problems. The plan is s complete scheme of the research. It includes an outline of what the research will do from
HR directors must explain all the process correctly so that personnel give their care to the job. The stage also involves preparation of documents, questionnaires, interviews and feedback forms. However there are numerous methods of gathering job analysis information the company can choose the one or more than one technique depends on the needs. Usually, all the methods concentrate on gathering the essential employment related data, but when the company use both ways of analysis it may carry out the hidden data that give the company a big opportunities to give the occupation to the right personal. Data Collection: Next is to collect job-related data including educational qualifications of employees, skills and abilities required to perform the job, working conditions, job activities, reporting hierarchy, required human traits, job activities, duties and responsibilities involved and employee behavior, Documentation, Verification and Review: Proper documentation is done to verify the authenticity of collected data and then review it.
The completed questionnaire can be used to assist the job analyst who will interview the candidates. Drafting the duties, responsibilities, equipment, relationships and specific working environment can be reviewed with the line manager to ensure the preciseness”. (Job Analysis, 2017). The way of analyzing job depends on feasible concerns such as job nature, number of jobs, number of current employees and job type. Several methods also can be used for the individual or group such as; (1) Interviews: “A way to collect a variety of data and information from the incumbent by asking the employee to describe the tasks and duties performed.
1) Define the terms meta analysis and meta synthesis. Why did we use meta synthesis in the research design? Meta synthesis is a deliberate and intelligent way to deal with breaking down information over subjective investigations. It is a procedure that empowers analysts to recognize a particular research question and after that scan for, select, assess, compress, and join subjective confirmation to address the explored question. On the other hand, meta-analysis is an endeavor to lead a thorough optional examination of essential subjective discoveries.
Hereby, the deductive approach is a methodology in the researches that have been built by considering the theory or speculations upon a prior hypothesis and afterward details the examination way in order to deal with it and then test it. The associations made in this methodology are made for the reason of inspecting if the changes that are occurring and the results that are appearing, are well connected with the past data research and its analysis. Other than this, an inductive approach could be used in this research. By using this approach the perceptions are regarded as the beginning stage for the analyst, and the relevant examples are searched for the information. This is done to present the inductive approach as the move from the concept of particularity to generality.
House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented. The explanation is derived from a path-goal theory of motivation” (Robert.J,1971). Managers can assist employees in implementing and increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable employees to help Kapilaco in meeting their goals. Kapilaco visible and transparent, employees has a better view of how they can contribute to the success of the organization.
This methodology chapter is defining the applicable technique which we use to collect our data and what’s its impact on our study. The sections under this methodology chapter seek to explain the research design, description of multiple variables, population and sampling issues, methods and sources of data collection instrumentation aspects and analysis methods. Moreover research approach is also covered in this particular chapter. Further, ethical considerations were described in detail. There are two types of research approaches qualitative and quantitative.
Employee development and Career development is also part of HR activities but these also includes in Job analysis information hierarchy which starts with basic element then task duty position Job and job family Occupation to Career level .Career development of Employee it is link with his /her work experience ,expertise and skills .job description ,job analysis and job specifications along with HR activities helps in development of employee Career . Performance Management ,in the given example when competitive candidate will be selected after recruitment and selection phases his /her performance is managed and monitor by his serious attitude towards his work and the points in job description mentioned about his responsibilities and duties as a GM of the company his coordination with various departments of company ,by proper reporting to CEO of the company .promotion of Employee depends on the their performance
Types of Training Needs: Since there can be several types of training as well as non training needs, we at JK Tyres Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below: • Organizational Needs: An analysis of the business needs or other reasons the training is desired. An analysis of the organization 's strategies, goals, and objectives. What is the organization overall trying to accomplish? The important questions being answered by this analysis are who decided that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions.