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Human Resource Management Study by Maharjan et al. Essay (Article)


Article Summary or Abstract

According to Dressler and Leswick (2015), an abstract forms a crucial part of research because it helps readers to get a glimpse of the entire study in a summarized format. The article by Maharjan and Sekiguchi (2017) includes an abstract that summarizes all major sections of this study. It specifies the authors’ goal of examining various human resource strategies deployed by Japanese organizations that operate in foreign countries, specifically India. The abstract is accurate because it effectively gives a synopsis of major findings, implications, methodology deployed, and limitations, all of which match the contents published in the article. For instance, from the abstract, organization-specific aspects and the prevailing culture are found to influence the operations of Japanese companies that are based in the Indian market.

Purpose of the Article

Maharjan and Sekiguchi (2017) identify their study’s purpose in the abstract section. This purpose is further explained in detail in the introductory segment. In particular, these two authors seek to examine, “the HR transfer-adaptation dichotomy of Japanese companies in India” (Maharjan & Sekiguchi, 2017, p. 324). Hence, readers do not struggle or take time before comprehending what this specific article aims at achieving.

The study being examined does not succinctly mention its research problem. Only the purpose is well explained in the introductory section. No separate section is left for the problem statement. However, it is crucial to point out that leaving this section agrees with the selected data collection method. Maharjan and Sekiguchi (2017) deploy the qualitative research methodology. According to Rutberg and Bouikidis (2018), this method is used “when the problem is not well understood and there is an existing desire to explore it thoroughly” (p. 211). This observation implies that the current article omits the research problem section intentionally to allow more investigations on the topic under study.

Research Process

The research procedure adopted in the current study is primary and secondary because the two authors utilize not only the existing literature but also interviews to examine human resource management strategies for Japanese companies in India and their host country. Any research is expected to indicate a clear process that scholars use to gather the information that is, in turn, analyzed to come up with reliable and valid conclusions. According to Akyürek and Afacan (2018), elements such as the theoretical framework, the sampling approach used, data gathering tools, and content analysis methods form part of standard research procedures. In the article by Maharjan and Sekiguchi (2017), the selected research process involves sampling, interviews, and data coding, all of which are in agreement with the specified qualitative methodology. Overall, the research procedure is identified and sufficient to allow the two scholars to gather information related to organizational dynamics.

Participants and Scope of Research

The scope of the current study is well identified. The article’s qualitative methodology paves the way for the use of interviews to collect information from the sampled Japanese corporations that are located in India. According to Maharjan and Sekiguchi (2017), the study is restricted to selected organizations, which are based in two regions, namely, Delhi and Haryana. HR administrators and representatives responded to the set questions. With the use of interview transcripts, the process of data coding is done to help in the analysis of the nature of human resource management practices in the chosen Japanese corporations. This process is in line with my workplace experience whereby transcription was made for all interviews done when doing an end-line survey to assess the effectiveness of a particular intervention.

In terms of participant protection, Maharjan and Sekiguchi (2017) ensure that all interviewees remain anonymous. The strategy to conceal participants’ details is in agreement with Schmidlin, Clough-Gorr, and Spoerri’s (2015) article that specifies various approaches, which researchers deploy to protect respondents. This study reveals “automated pre-processing and encryption” (Schmidlin et al., 2015, p. 1) as among strategies that help to achieve this goal. In the context of the article under investigation, the two authors do not divulge confidential information related to HR administrators, representatives, and companies from where the required data is collected. In my previous workplace, efforts were made to give interviewees unique codes that helped to conceal their identities.

Limitations of the Study

Many scholars aim at ensuring that findings drawn from their studies can be generalized by incorporating reasonably large and representative samples. Maharjan and Sekiguchi (2017) identify the lack of generalizability of their study as a major constraint. This limitation has a significant impact on their findings. In particular, results obtained are only valid within the selected regions, Delhi and Haryana, as opposed to the entire country.

Applicability of the Study to the Current Research

Although the article relies on data from sources published almost three decades ago, it applies to the current research because it also deploys recent studies authored in 2015. Maharjan and Sekiguchi (2017) published their research in 2017, meaning that it significantly reflects on recent studies that focus on investigating the subject of HR practices in different companies around the globe.

Findings

According to the findings, cultural and organizational forces contribute differently to human resource practices observed in Japanese companies that have branches in India. Maharjan and Sekiguchi (2017) present their results qualitatively and without any bias. Using data obtained from interviews, these authors organize their findings in a manner that effectively responds to the earlier set three research questions.

Alignment of Title, Purpose, and Findings

The title of the article is in line with the study’s purpose and findings. As earlier mentioned, this research aims at investigating HR activities demonstrated by Japanese organizations, which have expanded their businesses to include the Indian market.

Analysis and Conclusion

The analysis made in Maharjan and Sekiguchi’s (2017) study supports the conclusions presented in this article. The analysis reveals the extent to which societal aspects, for instance, respecting and valuing higher-ranking officials and transparency toward participative administration, have influenced the embracement of Japanese HR practices in India. The conclusion captures this part of the analysis. However, no recommendations are given to improve the human resource strategies deployed by foreign companies that operate in India.

Researchers’ Credentials

Authors’ credentials play a huge role in determining articles that qualify for publication (Panda & Gupta, 2014). The lack of this information may lead to the devaluation of a particular study. In the current article, details regarding the researchers’ workplace are given, although data concerning their backgrounds and expertise in the field of HR is not provided. According to my personal experience, as a consultant contracted to carry out surveys, I was required to indicate my qualifications in the final report, a criterion that earned me more opportunities in other companies.

Overall Value of the Article

This article is valuable because it reveals crucial information regarding HR practices that shape the operations of companies in their host and foreign countries. The reviewer’s research activities benefit from the current study. In particular, when examining factors that influence the day-to-day running of businesses in India, the article being examined helps to reveal different cultural and organization-specific aspects, which the reviewer may find resourceful.

References

Akyürek, E., & Afacan, Ö. (2018). Problems encountered during the scientific research process in graduate education: The institute of educational sciences. Higher Education Studies, 8(2), 47-57.

Dressler, D., & Leswick, D. (2015). Health policy and practice: Canadian association of radiologists annual scientific meetings: How many abstracts go on to publication? Canadian Association of Radiologists Journal, 66(2), 96-101.

Maharjan, M. P., & Sekiguchi, T. (2017). Human resource management practices of Japanese companies in India: Dealing with the transfer-adaptation dichotomy. Journal of Asia Business Studies, 11(3), 323-341.

Panda, A., & Gupta, R. (2014). Making academic research more relevant: A few suggestions. IIMB Management Review, 23(3), 156-169.

Rutberg, S., & Bouikidis, C. D. (2018). Focusing on the fundamentals: A simplistic differentiation between qualitative and quantitative research. Nephrology Nursing Journal, 45(2), 209-212.

Schmidlin, K., Clough-Gorr, K. M., & Spoerri, A. (2015). Privacy preserving probabilistic record linkage (P3RL): A novel method for linking existing health-related data and maintaining participant confidentiality. BMC Medical Research Methodology, 15, 1-10.

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IvyPanda. (2020, November 29). Human Resource Management Study by Maharjan et al. Retrieved from https://ivypanda.com/essays/human-resource-management-study-by-maharjan-et-al/

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"Human Resource Management Study by Maharjan et al." IvyPanda, 29 Nov. 2020, ivypanda.com/essays/human-resource-management-study-by-maharjan-et-al/.

1. IvyPanda. "Human Resource Management Study by Maharjan et al." November 29, 2020. https://ivypanda.com/essays/human-resource-management-study-by-maharjan-et-al/.


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IvyPanda. 2020. "Human Resource Management Study by Maharjan et al." November 29, 2020. https://ivypanda.com/essays/human-resource-management-study-by-maharjan-et-al/.

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IvyPanda. (2020) 'Human Resource Management Study by Maharjan et al'. 29 November.

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