In the modern world, researchers tend to face an extended variety of difficulties when selecting a novice and appropriate framework for conducting a particular study. Today, scholars identify three distinct methodologies including qualitative, quantitative, and mixed designs. Thus, this choice pertains to a plethora of factors including underpinning epistemology, related theoretical dogmas, and the nature of the problem (Park 2012).
Apart from the well-defined differences between these research approaches, there is “a fervent dispute” concerning the appropriateness and relevance of selecting a particular method, its benefits, and associated epistemological, ethical, and philosophical problems (Park 2012, p. 20). Consequently, the aim of this essay is to review the research frameworks used in the past and propose a relevant method that will comply with the principal intentions of the future inquiry covering the problems of Human Resource Management (HRM).
When reviewing methodologies used to discover HRM in the context of project management, it could be said that researchers contributed to exploring this topic from dissimilar perspectives. Nonetheless, despite a plethora of research opportunities, the studies have a core similarity. For example, Mazur (2015) assumed that sustainable and strategic sides of HRM had a clear interference with the effectiveness of project implementation.
A previous diffusion of spotting this correlation was systemized with the help of holistic method and interpretation of various theories (Mazur 2015). The selected instruments could be viewed as effective, as they reorganized the previously acquired data while structuring the research in a sufficient way. In turn, Batti (2014), when understanding a relationship between HRM practices and NGO’s (non-profit organizations) projects, also relied on qualitative methods presented by focus groups and interviews with specialists while adding new concepts to the existent studies. This strategy helped unveil the major problems that could be used as a foundation for solutions.
It could be said that the assessment of research methodologies of the articles in the sphere of HR clearly indicates that the qualitative concepts are prioritized, as they help discover a topic profoundly with a sufficient focus on details and theoretical frameworks.
The analysis of methodologies discovered above shapes a clear vision of applying quantitative strategies. Nonetheless, in the context of the selected topic, it will be unreasonable to rely on this approach solely. Creating a unique blend of qualitative and qualitative inquiries may be the most relevant strategy to diminish related epistemological and ethical issues. A “complimentary, inclusive, and expansive” nature of this tactic will not only help discover the topic from the perspective of the industry professionals but also determine a correlation between dissimilar HRM practices and effectiveness of project management (Park 2012).
To achieve these goals, the research will rely on interviews and descriptive statistics simultaneously while a selection of these instruments will be rational. It will fill in the existent gaps, minimize an impact of bias on the interpretation of the outcomes, and help design contemporary and innovative recommendations.
Overall, when developing a sufficient research design, a scholar has to consider specifics of the topic, selected theoretical framework, and epistemologies due to their critical interdependence. A conducted evaluation clearly revealed a pivotal influence of theories on the studies discovering HRM and project management, as chosen articles took advantage of qualitative methods. Nonetheless, apart from the domination of this type of inquiries in the previous publications, it is rational to employ the principles of mixed-method approach. It will assist in filling the current gaps with the help of descriptive statistics while showing a correlation between variables pertaining to HRM’ and project management’s features. Meanwhile, it will establish a sufficient foundation for developing recommendations in the context of this topic.
Reference List
Batti, R. (2014) ‘Human resource management challenges facing local NGO’s’, Humanities and Social Sciences, 2(4), pp. 87-95.
Mazur, B. (2015) ‘Sustainable human resource management. The attempt of holistic approach’, Economics and Management, 7(2), pp. 7-12.
Park, S. (2012) ‘The impact of methodological choices when using qualitative and quantitative ethnographic approaches for conducting ethnic community-based research’, International Journal of Innovative Interdisciplinary Research, 1(3), pp. 19-29.