LA EVOLUCIÓN HISTÓRICA HACIA LA ANTIJURIDICIDAD NO CULPABLE
III. La teoría de la imputación: imputatio physica v
CHAPTER 4 CHAPTER 4 CHAPTER 4 CHAPTER 4
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
68 CHAPTER 4
CHAPTER 4CHAPTER 4 CHAPTER 4
RESEARCH METHODOLOGY RESEARCH METHODOLOGY RESEARCH METHODOLOGY RESEARCH METHODOLOGY
This research is largely exploratory in nature since the concept of e-HRM is relatively new especially w.r.t. the Indian Scenario. The research is supported by quantitative analysis and findings.
A broad overview of the Research Methodology for this study is presented in the following Survey Process Chart:
Figure Figure Figure Figure 4.14.14.1 4.1
SURVEY PROCESS CHART SURVEY PROCESS CHART SURVEY PROCESS CHART SURVEY PROCESS CHART
Understanding the Issues
Descriptive Survey
Field Survey
Presentation of findings,
recommendations and conclusions
• Research Instruments
• Sampling Design
• Collection of Data
Analysis of Data
• Review of Literature
• Web Search
69 4.14.1
4.14.1 Understanding the issues:Understanding the issues:Understanding the issues:Understanding the issues:
Initial discussions with some HR executives/IT Professionals/Systems Experts were held to get a feel of the issues involved and to confirm the relevance/feasibility of the study.
4.24.2
4.24.2 Descriptive Survey:Descriptive Survey:Descriptive Survey:Descriptive Survey:
Review of literature and other available information:
• Data from various published and unpublished industry reports, journals, periodicals, books, newspapers, etc. (including databases like EBSCO, Pro-quest, India Business Insight Database and others).
• Net search was conducted to add relevant information to the secondary sources.
• Websites of several companies were searched to hunt out case studies which would be relevant to the context of the study.
This was done with a view to enabling an in-depth examination of the issue under consideration and to generate new ideas and suggestions. A careful examination of the e-HRM systems in various organizations has helped in widening the arena and an objective analysis of the issue under consideration.
The descriptive survey helped in preparing the ground-work for the next step i.e. the field survey.
70 4.34.3
4.34.3 Field SurveyField SurveyField SurveyField Survey---- 4.3.1
4.3.1 4.3.1
4.3.1 Research InstrumentsResearch InstrumentsResearch InstrumentsResearch Instruments
The research instruments used for collecting primary data were:
- Questionnaire and
- Interviews (a patterned interview approach)
The questionnaire (REFERENCE SECTION) comprises of questions pertaining to:-
• Ranking of the possible drivers for introducing e-technology to the HR systems.
• Ranking of the barriers to progress in the e-HRM journey.
• Usage of e-technology for the HR functions. For this purpose 18 HR functions were specified. These are- Recruitment and Selection, Payroll Management, Leave Management, Attendance Management, Manpower Planning, Communication, Training and Development, Performance Management, Induction, Selecting Benefits, Compensation Planning, Competency Mapping, Career Planning, Succession Planning, Employee Transition, Travel Management, Exit Management and Maintaining Employee Records.
• Usage of HR Service delivery tools like ESS, MSS, Web 2.0, Intranet and e-Learning Portal.
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• Nature of Sourcing solutions adopted by companies for enabling e-technology to HR systems- In-house/Outsourced/
Software-as-a-service.
• Perception of respondents on a five-point scale regarding their company’s position in the e-HRM journey today vs after 5 years. The scale ranges from ‘Neither understand nor value e-HRM’ to ‘Complete incorporation of e-HRM strategy into the business model’.
• Expectation of respondents w.r.t.-
- The e-HRM system being successful in satisfying employees in their HR needs
- The benefits from e-HRM justifying the expenditure incurred on the same.
• Opinion of respondents on various aspects of the e-HRM functioning- Resource Management, Compensation and Rewards, Performance Management, Training and Development, Employee Relations and some general aspects like user-friendliness, timeliness, etc. A five-point scale with the following degrees was used- Strongly disagree/Disagree/Undecided/Agree/Strongly agree.
• Open ended questions were also included in the questionnaire to assess the pre-requisites and challenges of e-HRM and to elicit suggestions from respondents.
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Services Sector including- Accounting/Consulting/Taxation;
Airlines & Aviation; Banks; Export Houses; Financial Services; High-tech Services; Hospitals/Healthcare; Hotels/Resorts; Insurance;
Law/Legal Consultants; Management/Engineering /Environment Consultants; Media/Entertainment; Mutual Fund/Stock Broking; Office Automation; Placement /HR Training Consultants; Retail; Security;
Travel & Tourism.
M M M
Manufacturing anufacturing anufacturing anufacturing SectorSectorSectorSector including- Auto Ancillaries/ Auto components; Automobiles; Capital Goods/Machine Manufacturing;
Cement; Chemicals; Consumer Goods - Durables/Home Appliances;
Electrical & Electronics; Engineering; FMCG; Food Processing/Beverages; Garment/Textiles/Accessories;
Gems/Jewelleries/Watches; Iron and Steel; Leather Shoes/Accessories ; Metals/Mining; Paints; Petrochemicals/Oil/
Gas/Refineries; Pharmaceuticals/Bio-tech; Power/Energy;
Rubber/Plastic/Glass/Wood; Sports & Toys.
A classification of companies into MNCs and NonMNCs and NonMNCs and Non----MNCsMNCs and NonMNCsMNCsMNCs has also been taken for analysis.
73 being run on e-technology and planning to go further), represented by a manager or Director responsible for HR functions.
4.3.2.3 infinite population was calculated to be 1000. (Refer annexure I).
The sample units were identified using Judgement and Convenience Sampling and a list of 1000 companies was prepared. The classification of the sample units was-
Services Sector: Services Sector: Services Sector: 344Services Sector: 344344344
The classification of the sample units into MNC and Non-MNC was-
MNC:
74 4.3.3
4.3.3 4.3.3
4.3.3 Data Acquisition stageData Acquisition stageData Acquisition stageData Acquisition stage
Questionnaires were forwarded and responses obtained from the sample units. It was mentioned in the questionnaire that the identity of the respondents would be kept confidential.
Interview method was also used to collect data. The interviewees were briefed about the purpose of the interview and its scope in advance so that they would be ready with the necessary details and data. This approach was adopted to overcome the time constraint since all the respondents were executives in companies holding crucial positions and having limited time to spare. In conducting these interviews a structured interview approach was used to avoid wastage of time.
A focused interview approach was also used to gain an in-depth insight into the issue of concern and to gain a wider perspective on the subject of study. In certain cases it was not possible to meet the respondents personally so that the researcher had to depend upon telephonic interviews.
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4.4
4.44.4 Data Analysis stageData Analysis stageData Analysis stageData Analysis stage
Data and Information collected both from Primary as well as Secondary sources was tabulated and summarized so as to draw logical conclusions.
• As per the research design the analysis of data is based on the classification- Services Sector/ Manufacturing Sector, hereafter referred to as Services Services Services gServices gggroup / Manufacturing grouproup / Manufacturing grouproup / Manufacturing grouproup / Manufacturing group respectively.
• A sub-classification into MNC/ Non-MNC is also taken for analysis, hereafter referred to as MNC group/ NonMNC group/ NonMNC group/ NonMNC group/ Non----MNC MNC MNC MNC group
group group
group respectively.
• Appropriate Statistical tools including Chi-Square Test, t-test, ANOVA wherever applicable have been applied to draw logical conclusions from the data.
4.5 4.5
4.54.5 Presentation Presentation Presentation Presentation of of of of Findings, Findings, Findings, Findings, Recommendations Recommendations Recommendations Recommendations and and and and Conclusion:
Conclusion:
Conclusion:
Conclusion:
The findings, recommendations, etc. have been presented in the latter part of this report.
76 4.6
4.6
4.64.6 Limitations of the Limitations of the Limitations of the Limitations of the ResearchResearchResearch Research
• The primary research was confined only to Maharashtra due to cost and time constraints.
• The primary research is based on companies only in the private sector. The e-HRM scenario in the public sector has been covered to a limited extent through secondary research (refer Chapter 8: The Indian e-HRM Scenario).
• The sampling units were identified using Judgement and Convenience Sampling.
• Since the total population of companies (Private Sector) in Maharashtra was not known, the formula for calculation of sample size was based on assumption of infinite population.
• Findings are based on the assumption that the respondents have revealed the correct information.
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