BM631 Research Methods for Morrison’s Retail Sector Assignment

Introduction

Today's​‍​‌‍​‍‌ companies are increasingly embracing the use of data-driven strategies to enhance workforce performance and to realize their long-term business objectives. HR analytics is a tool that has come to the forefront by enabling businesses to gather, analyze, and derive insights from employee data for the boosting of recruitment, employee engagement, and retention efforts. The UK retail industry, and particularly big supermarket chains like Morrisons, are among those that exploit the use of HR analytics for the identification of workforce trends, the reduction of employee turnover, and the improvement of staff productivity.

This project is centered on the analysis of the effect of HR analytics on employee retention and recruitment strategies in Morrison's. It illustrates how data-driven HR practices help organizations to attract the right talents, to improve work forecasting, and to increase their performance. The project also reviews research methodologies and literature findings in the context of HR analytics in the retail industry. Furthermore, it offers a set of useful recommendations aimed at helping Morrison's to reinforce its employee retention strategies and to optimize recruitment through efficient HR analytics ​‍​‌‍​‍‌practices.

Background

HR analytics refers to the process of collecting, evaluating, interpreting and reporting HR data for driving organization’s success. This is the pivotal process which aids in determining areas of improvement, support in identifying adequate compensation, and depict training cost as to enhance overall workers’ productivity and performance. Morrison is the UK’s fifth largest supermarket chain that was established in 1899 by William Morrison. The company is involved towards offering the large number of product that includes books, foods, drinks, magazines, homeware, florist and Tobacco (Description of Morrison, 2024). Firm has employed over 110000 workers and has annual turnover of £18479 million pound. Recruitment plan and retention strategies are created by the organization to attract the skilled workers and reducing the overall employees’ turnover. The current proposal is based on depicting the impact of HR analytics on firm’s retention and recruitment strategies. It also highlights the methods which will be used for addressing the research question.

Rationale

Present study is based on determining the influence of HR analytic on overall retention and recruitment policies of the business entity. This is the crucial topic as overall profitability and productivity is highly linked with the firm’s retention policies (Bryman and Bell, 2019). In the current times, focus has been shifted over data driven decision which brings various changes in the retention and recruitment strategies. Thematic analysis will be used to describe the impact of HR analytics on the overall retention and recruitment strategies of business entity.

Field of discussion

The current study covers HR field of organization in which impact of HR analytics on retention and recruitment policies of retail sector will be studied.

Aims and objectives

Aim:

The aim behind initiating the current study is to inspect the role of HR analytics in enhancing employee’s retention and recruitment strategy within Morrison’s.

Objective:

• To study the concept of HR analytics and its significance.
• To evaluate employees recruitment and retention strategies used within UK’s retail sector.
• To scrutinize the role of HR analytics on recruitment and retention strategies of Morrison’s.
• To suggest competent strategies to Morrison’s manager for the enhancing employees’ retention.

Research Question:

Q1. What is the meaning of HR analytics and its importance?

Q2. What are different types of employee’s recruitment and retention strategies within retail sector of UK?

Q3. What is the impact of HR analytics in enhancing efficiency of retention and recruitment strategies?

Useful Peer Reviewing Article

Article 1: Wenting, L., Hussain, W.M.H.W., Xinlin, J., Na, M. and Alam, S.S., 2024. Analyzing the Impact on Talent Acquisition and Performance Management: HR and Data Analysis. Journal of Organizational and End User Computing (JOEUC), 36(1), pp.1-30.

The current article is based on depicting the role of HR analytics on the talent acquisition and performance management. In this context, survey was conducted on 376 employees with the help of questionnaires. Data is evaluated through mixed approach because of which both thematic and SPSS method has been used. The study effectively evaluated the direct and indirect impact of HR analytics on the T&D, retention, recruitment, employee’s engagement and workforce planning. It has been identified that HR analytics support in identifying the pattern in people data based on which needs of employee could be determined. Further, findings reveal that there is a significant relationship between the HR analytics, employees retention and recruitment strategies. However, there are various obstacles in maintaining data confidentiality that reduces the employee’s confidence and satisfaction. After analysing the hypothesis, it has been found that HR analytics describe skills gap and training need of the employees. This helps in arranging an adequate training session which aids in providing growth opportunity and ensures employee retention as well. The study also suggests that leadership style, organization’s culture and technology infrastructure should be considered along with HR analytic for the better talent acquisition and retention.

Article 2: Sun, Y., & Jung, H. (2024). Machine Learning (ML) Modeling, IoT, and Optimizing Organizational Operations through Integrated Strategies: The Role of Technology and Human Resource Management. Sustainability, 16(16), 6751

The current research is based on determining the influence of technology on effectively managing human resource along with various challenges. Concerned articles used both quantitative and qualitative method in which survey and interview has been conducted. From the study it has been identified that technology has huge impact on employees training, engagement and overall retention. This technology supports in enhancing productivity, enhances employee’s satisfaction and contributes in managing employee’s turnover that aids in creating competitive edge. However, firm faces various issues in implementing this technology that include financial constraint, employee’s reluctance, data limitation and insufficient skills. This creates hindrance for firm in effectively utilizing the technology which result into poor human resource management. For overcoming the issue various strategies such as robots security protocol, regular performance assessment and user friendly technology interfaces should be implemented. The finding reveals that technology implementation, human resource management and organizational performance are positively correlated. It also has been recommended that right tools and software should be chosen that will help in effectively improving overall human resource management.

Article 3: Ravesangar, K., & Narayanan, S. (2024). Adoption of HR analytics to enhance employee retention in the workplace: A review. Human Resources Management and Services, 6(3), 3481-3481.

The above journal defines that HR analytic plays a crucial role in overall development and growth of the organization’s HRM. The study has been initiated with qualitative method under which secondary data has been collected. It has been identified that HR analytics support in making informed decision as it use fact based approach which aids in effectively managing workforce and taking informed decision. Manager uses this technique for providing adequate compensation and arranging training session which result in enhancing employee’s engagement and increases overall retention rate. However, it is difficult to integrate diverse data sources, effectively predicting visualization and modelling and ensuring data accuracy which creates issue in integrating the HR analytics. Based on the resources based View (RBV) theory it has been depicted that investment towards HR analytics is effective as it helps in developing values and distinct practices that could not be imitated by competitors. Further, HR analytics support in managing work place culture, develop career opportunity which aids in attracting highly skilled employees towards the business entity. It has suggested that firm should use predictive modelling and hire experienced employees for enhancing overall efficiency of HR analytics and managing employees’ retention rate.

Theoretical framework

Proposed Primary Research

Research Type

Research type refers to the kind of data that will be collected for better understanding the research topic and issue. Some of the common research types mainly include qualitative and quantitative (Taherdoost, 2022). For identifying the influence of HR analytics on retention strategies, qualitative research will be used which aids in the better understanding of individual’s perception and beliefs. This method will be used as it aids in gaining deeper insight of the complex issues and human behaviour. Further, this method assists in providing flexibility in collecting data that leads better understanding of the research issue (Saunders, Lewis and Thornhill, 2023). Along with this, inductive approach and interpretivism philosophy will be used that provide holistic view point related to the research issue. This method supports in identifying new ideas and belief related to the issue being investigated for gaining better understanding.

Data collection

Data collection implies for the process of gathering data from multiple sources as to identify solution of the research problem (Kamper, 2020). Primary and secondary are the two crucial methods by which information related to the particular issue could be identified. In the present study, to address the research problem data will be gathered from both primary and secondary sources. Primary research includes collecting real time data which support in gaining accurate and reliable information. The data come from the direct sources that aids in better understanding of real life perception and ideas of respondent. In this context, survey will be conducted on 25 employees of Morrison via questionnaires. Further, secondary research will also be used as it is time and cost efficient source of collecting data. In this regard, numerous articles, books and journals will be evaluated.

Sampling

Sampling implies for the procedure of choosing small group of participants from the large population size. Random and non- random sampling are two method of selecting the most accurate samples (Mulisa, 2022). In the current study, random sampling method will be initiated that include selection of respondent by using probabilistic method. Moreover, random sampling method helps in selecting more representative respondent and supports in removing hindrance of biasness. In this context, 25 manager of Morrison will be selected by using random sampling method on which survey will be conducted with help of questionnaires.

Data analysis

Data analysis implies to the process of arranging raw data in a meaningful manner which could be used for assessing suitable outcome or solution. This method aids in determining the common themes and patterns from textual information that aid in better understanding of the research issues. Under this, six step process will be followed which include familiarization with the data, developing codes, researching for theme, review themes, defining and writing up theme. Further, graphs and pie chart will be used for interpreting the results in an understandable manner.

Conclusion

This​‍​‌‍​‍‌ paper finds that human resource (HR) analytics can hugely impact employee recruitment and retention strategies in the UK retail sector. Data-driven HR practices enable companies such as Morrisons to gauge employee needs, enhance workforce planning, and minimize staff departure. Besides, HR analytics empower more informed decisions through evaluating employee performance, engagement, and training needs.

The study further reveals that the right deployment of HR analytics could lead to higher levels of productivity and employee satisfaction. At the same time, issues like data privacy concerns, lack of suitable technology, and employee resistance could impair the effective use of HR analytics tools. Hence, companies need to purchase cutting-edge technologies, upskill their workers, and adopt solid HR strategies for reaping the full rewards of HR analytics resulting in business success in the long ​‍​‌‍​‍‌run.

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References

Books and Journals

Bryman, A. and Bell, E. (2019) Business Research Methods. 4th ed. Oxford University press. Oxford.

Kamper, S.J., 2020. Types of research questions: descriptive, predictive, or causal. Journal of Orthopaedic & Sports Physical Therapy, 50(8), pp.468-469.

Mulisa, F., 2022. When Does a Researcher Choose a Quantitative, Qualitative, or Mixed Research Approach?. Interchange, 53(1), pp.113-131.

Saunders, M., Lewis, P. and Thornhill, A. (2023). Research Methods for Business Students. 9th ed. Harlow: Pearson.

Taherdoost, H., 2022. What are different research approaches? Comprehensive Review of Qualitative, quantitative, and mixed method research, their applications, types, and limitations. Journal of Management Science & Engineering Research, 5(1), pp.53-63.

Tamminen, K.A. and Poucher, Z.A., 2020. Research philosophies. In The Routledge international encyclopedia of sport and exercise psychology (pp. 535-549). Routledge.

Online

Description of Morrison. 2024. Online. Available through: < https://www.dictionary.com/browse/morrison>

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