BM631: Importance of People Management in Modern Business Research Proposal Answer

Introduction

In the contemporary business environment, organisations need to focus on several aspects of business in order to remain competitive in the market. One such aspect is the human resource of the organisations. Human resources, comprising the employees working at different levels within a firm, are crucial for the growth of firms in the market (Mulyani et al. 2020). One of the reasons that employees are crucial for a firm is that they are responsible for carrying out the mission of the firm which helps them to achieve organisational objectives and thus, success in the market. For instance, for a firm that puts emphasis on customer service in its mission statement, it is the employees who deliver superior customer service, thereby enabling the firm to achieve its performance objectives in the market (Rasool et al. 2019). Moreover, employees are crucial because they facilitate activities that drive revenue for the firm. On the other hand, ineffective workforce management leads to an unskilled workforce that lacks motivation and commitment to their work as well as the organisation, thereby severely impacting the performance of the firm in the market (Mulyani et al. 2020). Thus, it can be stated that employees are crucial for the effective functioning of companies in the market. Therefore, it is crucial for organisations to effectively guide and manage the employees so that they can effectively perform their tasks, help in cost optimisation and boost revenue for the firm.

Firms carry out people management in order to manage their workforce effectively. People management is referred to as a collection of techniques that include recruitment, development and retention of skilled and talented employees with the aim to support the business operations of the company and guide the growth of the company in the market. People management is a subset of Human Resource Management, wider scope in terms of organisational management and thus, covers all the aspects of managing how people perform, behave, engage and develop at the workplace (Collins 2021). 

The processes and systems that are used to manage people have an impact on the functions of the entire organisation and thus must be managed effectively while considering overall organisational objectives. With advancements in technology, there has been a development of several tools and techniques that support and improve the process of people management for firms (Holland et al. 2022). Technology can be used for several aspects of people management, including recruitment, performance review, performance appraisal, employee engagement, motivation, training and professional development (Zehir et al. 2020). As a result, there has been a growing trend of utilising technology to facilitate the management of employees. As a result, research shows that 58% of firms utilise technology for the management of employees. Moreover, this percentage is expected to grow significantly with the availability of advanced technological tools like artificial intelligence (AI) and machine learning (Zehir et al. 2020). Therefore, this makes it crucial for organisations to utilise technology to effectively manage employees. 

However, there is a lack of literature regarding the issues and challenges involved in the utilisation of such technology, measures needed to efficiently use it and expected limitations (Arslan et al. 2022). Therefore, the proposed research aims to fill the gaps in the literature and find answers to the effective utilisation of technology for people management.

Research Aims and Objectives

The proposed research aims to develop an understanding towards the effective utilisation of technology for people management. The following are the objectives of the research study:-

1. To find issues and challenges involved in the utilisation of technology for people management.
2. To develop an understanding of the tools and systems that are utilised for people management.
3. To find the measures through which firms can effectively utilise technology in order to manage their employees.
4. To explore the view of firms that utilise technology for people management towards its utility and benefits.
5. To explore the utility of AI in enhancing the task of people management.

Research Questions

Research questions guide the researchers in developing the research needed to achieve the objectives of the study (Beck et al., 2022). These questions also form the basis of data collection, analysis and discussion in the study.

The following research questions guide the research for the proposed study:-

1. What are the issues and challenges involved in the utilisation of technology for people management?
2. What are the various tools and systems that are utilised for the management of employees in firms operating in the market?
3. What are the measures through which firms can effectively utilise technology in order to manage their employees?
4. What do managers that utilise technology for people management in firms operating the market think about its utility and benefits?
5. What is the utility of AI in enhancing the task of people management?

Literature Review

HR Managers can effectively automate and optimise their activities involved in people management. This not only frees up time and resources allowing them to focus on important and valuable tasks but also improves the efficiency with which they perform their activities (Vrontis et al. 2022). Additionally, technology can improve employee collaboration and communication, both for teams working within office premises and for teams working remotely. With the right tools and technologies, firms can manage the productivity of their employees. This can optimise the costs associated with managing employees and help businesses recruit and manage top talent for superior performance in the market (Kim et al. 2021).

The goal of people management is to assist staff members in realising their full potential. while aiding in the accomplishment of the goals of the firm. It is a thorough procedure that covers every facet of the employee's professional life. These processes can be enhanced by automated employee management systems. All of these procedures are enhanced by an automated employee management system. It enables businesses to have an evaluation procedure that is more standardised and organised (Arslan et al. 2022).

Technology can facilitate the usage of systems that help organisations to keep employees engaged in their work. Employee engagement is a crucial aspect for businesses since it improves productivity by 17%. Moreover, it helps in reducing stress among employees and improves communication and collaboration among teams. This leads to a lower turnover rate, which reduces costs for hiring new employees. Moreover, it decreases the burnout rate among employees, leads to better commitment to work, improves customer service, reduces absenteeism and improves the overall productivity of the firm (Zehir et al. 2020).

Technology can facilitate the implementation of performance management for employees. The systems that utilise technology can help managers to record the performance of the employees. Moreover, these also facilitate the employees to give their input. Thus, managers can carry out technology-aided assessments of the employees. Such performance management systems have a major positive impact on productivity and staff retention (Kim et al. 2021).

Technology can also assist managers in identifying and evaluating the need for training and development of employees. It enables the managers to keep track of the progress of the employees and effectively plan programs and sessions for training and development. Moreover, technology can also assist managers to conduct planned training sessions through various means (Arslan et al. 2022). 

AI is another technological tool that can assist HR managers in people management. AI can assist managers in aligning the hiring process with the culture and objectives of the company. Moreover, it can guide managers in identifying gaps related to people management in the workplace (Zehir et al. 2020). Furthermore, it can guide performance management and help in the development of effective training programs. Additionally, AI-based algorithms can help in the development of activities and processes that facilitate collaboration, team building and employee motivation (Zehir et al. 2020). 

Research Methodology

Research methodology outlines the form in which research is conducted and analysed for achieving the research objectives.

Research Philosophy

The research study should be conducted on the basis of pragmatism research philosophy. Pragmatic research philosophy makes operational decisions based on what works best in order to answer the research questions being explored. This makes it possible for researchers to conduct research in dynamic ways to address the issues posed by the research. Moreover, another reason for using pragmatism research philosophy is that it is effective in case of mixed methods research, which is to be used for the purpose of the study (Kaushik and Walsh 2019). 

Research Approach

The proposed research should use an inductive approach to find the reasoning in the collected data. The inductive method involves looking for patterns through observation and creating theories or explanations for those patterns. An advantage of this approach is that once the investigation has begun, the researcher is free to guide the path of the study as per the objectives (Jebreen 2012). 

Research Design

The proposed study makes use of a descriptive research design, wherein the research is to be discussed in the form of themes and interpreted effectively (Siedlecki 2020).

Research Strategy

The research makes use of quantitative as well as qualitative data in order to establish facts and results of the observed data.

Data Collection

The proposed study should use both primary and secondary sources for data collection. The primary data should be collected on the basis of a survey questionnaire distributed to a selected sample of individuals. The secondary data should be collected from authentic academic sources on the topic.

Data Analysis

Thematic analysis is to be used for the proposed research in order to analyse the generated common themes from the collected data (Braun and Clarke 2012).

References

Arslan, A., Cooper, C., Khan, Z., Golgeci, I. and Ali, I., 2022. Artificial intelligence and human workers interaction at team level: a conceptual assessment of the challenges and potential HRM strategies. International Journal of Manpower, 43(1), pp.75-88. https://doi.org/10.1108/IJM-01-2021-0052

Beck, S., Brasseur, T.M., Poetz, M. and Sauermann, H., 2022. Crowdsourcing research questions in science. Research Policy, 51(4), p.104491. https://doi.org/10.1016/j.respol.2022.104491

Braun, V. and Clarke, V., 2012. Thematic analysis. American Psychological Association.

Collins, C.J., 2021. Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), pp.331-358. https://doi.org/10.1080/09585192.2019.1711442

Holland, P., Dowling, P. and Brewster, C., 2022. HRM and the smart and dark side of technology. Asia Pacific Journal of Human Resources, 60(1), pp.62-78. https://doi.org/10.1111/1744-7941.12319

Jebreen, I., 2012. Using inductive approach as research strategy in requirements engineering. International Journal of Computer and Information Technology, 1(2), pp.162-173. https://citeseerx.ist.psu.edu/document?repid=rep1&type=pdf&doi=75a9d2d8e48417076615f34618d01acad7c17aa2

Kaushik, V. and Walsh, C.A., 2019. Pragmatism as a research paradigm and its implications for social work research. Social sciences, 8(9), p.255. https://doi.org/10.3390/socsci8090255

Kim, S., Wang, Y. and Boon, C., 2021. Sixty years of research on technology and human resource management: Looking back and looking forward. Human Resource Management, 60(1), pp.229-247. https://doi.org/10.1002/hrm.22049

Mulyani, S.R., Ridwan, M. and Ali, H., 2020. Model of human services and resources: The improvement efforts of Silungkang restaurant attractiveness on consumers. Talent Development & Excellence, 12(1).

Rasool, S.F., Samma, M., Wang, M., Zhao, Y. and Zhang, Y., 2019. How human resource management practices translate into sustainable organizational performance: the mediating role of product, process and knowledge innovation. Psychology research and behavior management, pp.1009-1025. https://www.tandfonline.com/doi/full/10.2147/PRBM.S204662

Siedlecki, S.L., 2020. Understanding descriptive research designs and methods. Clinical Nurse Specialist, 34(1), pp.8-12.

Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A. and Trichina, E., 2022. Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review. The International Journal of Human Resource Management, 33(6), pp.1237-1266. https://doi.org/10.1080/09585192.2020.1871398

Zehir, C., Karaboğa, T. and Başar, D., 2020. The transformation of human resource management and its impact on overall business performance: Big Data analytics and ai technologies in strategic HRM. Digital Business Strategies in Blockchain Ecosystems: Transformational Design and Future of Global Business, pp.265-279.

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