Why choose us?

We understand the dilemma that you are currently in of whether or not to place your trust on us. Allow us to show you how we can offer you the best and cheap essay writing service and essay review service.

Effects of Human Resource practices

Doctoral Study Components

Doctoral Study topic (Effects of Human Resource practices on employee performance)

The writer will complete this 3 sections of the paper taking into consideration that is a doctoral level
paper. The different component must follow all the rules as it is requiring in a doctoral level. The writer will
use pear review articles of not more than 5 years old and grammar and sentence structure must be on
point as this is a doctoral level paper which is been scrutinize by top level professors. The writer must
complete the 3 different component following the rules on how to writer each of those component.

Selected 3 components of the Doctoral Study Prospectus which you will spend the next 7 weeks
developing. The components you should be developing include:

  1. Problem Statement


  1. Purpose Statement
  2. Nature of the Study

Doctoral Study Components

Topic: Effects of Human Resource Practices on Employee Performance

Problem Statement

Employee performance forms a crucial aspect in overall organizational excellence and
effective understanding of factors that influence their performance is imperative. The nature of
human resource practices within an organization can have remarkable impact on employee
performance. According to Mitchell, Obeidat and Bray (2013), attracting and retaining valuable
employees within the organization calls for the adoption of human resource practices that
enhance productivity of employees. This ensures that employees are capable of performing at
optima level, based on the HR practices that influence their work (Nadda et al, 2014). Despite
extensive studies on effective human resource practices, their impact on employee performance
remains largely unexplored, such that organizations do not have necessary information required


in making important decisions (Ijigu, 2015). As employee performance becomes increasingly
important in contemporary organizations that seek to derive value from employees, the need to
understand the impact of organizational HR practices is undeniable. This calls for an evaluation
of how these practices influence employee performance.
Human resource practices are known to influence the performance of employees to a
significant extent, based on how the address employee needs and expectations. Therefore, HR
practices within the organization act as motivation for employees (Tiwari, 2011). Practices
including compensation, training, career development, employee involvement and performance
evaluation among others determine the level of motivation among employees depending on how
they are designed (Tiwari, 2011; Ijigu, 2015). de Brito and de Oliveira (2016) note that the
design of HR practices must involve alignment of organizational needs with employee needs in
order to effectively promote performance. In this relation, organizations must understand
characteristics necessary for the creation of effective HR practices in order to promote employee
motivation and subsequently influence their performance.
Based on the above statements, it is apparent that there is need to determine how
employee performance is influenced by human resource practices.
Purpose Statement

The purpose of this research is to link human resource practices to employee
performance, and thus establish how best, organizations can enhance employee performance
through adoption of feasible HR practices.

Nature of the Study

This research will take a qualitative research approach in the collection and analysis of
data to determine how HR practices influence employee performance. Qualitative research


denotes the mode of research in which meanings are derived from the experiences, perspectives
and thoughts of the participants (Yilmaz, 2013). Qualitative research seeks to explore and derive
meanings from phenomena, motivations, reasons and opinions of participants involved in the
study (Quimby, 2012).
To obtain data necessary for completing the research, both primary and secondary data
will be utilized. Primary data will be obtained through the use of interviews, where participants,
including human resource managers and employees from five different organizations will be
interviewed. Random sampling will be used in selecting the respondents. This method of sample
selection is preferred because it ensures that all members of the population get a probability of
participating in the study, thus reducing research bias (Quimby, 2012).
Secondary data will be derived from various written sources including peer reviewed
journals, books, publications and authentic internet sources.
Data analysis for the research will utilize different qualitative techniques including:
coding, conceptualizing, multiple response analysis and case-oriented understanding. Through
the use of Chi-Square for statistical analysis, the research will establish whether there is a
relationship between HR practices and employee performance. Chi-Square tests relationships
based on categorical variables, through simultaneous cross-tabulation of the distribution of the
two variables involved (Yilmaz, 2013).


Referencesde Brito, R. P., & de Oliveira, L. B. (2016). The Relationship between Human Resource
Management and Organizational Performance. Brazilian Business Review (English Edition),
13(3), 90-110.


Management on Organizational Performance: The Mediating Role of High-Performance Human
Resource Practices. Human Resource Management, 52(6), 899-921.

All Rights Reserved, scholarpapers.com
Disclaimer: You will use the product (paper) for legal purposes only and you are not authorized to plagiarize. In addition, neither our website nor any of its affiliates and/or partners shall be liable for any unethical, inappropriate, illegal, or otherwise wrongful use of the Products and/or other written material received from the Website. This includes plagiarism, lawsuits, poor grading, expulsion, academic probation, loss of scholarships / awards / grants/ prizes / titles / positions, failure, suspension, or any other disciplinary or legal actions. Purchasers of Products from the Website are solely responsible for any and all disciplinary actions arising from the improper, unethical, and/or illegal use of such Products.