Thursday, June 13, 2013

Quantitative and Qualitative Research

One of my clients in freelance HR work gave me this questions on Quantitative and Qualitative Research Methods. These topics are said to be useful when one is making a study related to Industrial and Organizational Behavior.

1.           Compare and contrast quantitative and qualitative research methodologies.

a.       What are the distinguishing features of each approach?
Quantitative approach is that method that can be directly measured. Results
in this kind of method is easier to get and more identifiable as it deals
directly with numbers or statistics.
Data gathering is based on figures gathered. It uses questionnaires, surveys,
and other measurable data as tools in getting the result.  As discussed in
Chapter 4, refer to measures that can be more directly tapped with less
likelihood of subjective biases such as total expenses, total number of sales,
accident rate, etc.. Since it gives a definite number result,
quantitative approach is objective in nature.
On the other hand, Qualitative approach is more complex in nature. It does
not deal with numbers or as to how many respondents. It deals on how the
respondents reacted or behaved in a stimulus. It gives a description of the
behavior. It deals more on verbal data instead of numbers. In qualitative
approach, the researcher himself is the primary instrument in conducting the
research. He adapts a data-gathering strategies such as interviews, essay,
narrative and documentary analysis.
b. Discuss the benefits and limitations of each approach.
    Benefits of Qualitative Research Method – One of the prevailing
benefits of qualitative approach is that is answers the how and why and it
can be used in situations where there are no data available. There is also a
detailed information when it comes to data collection because here, the
researcher has to record every reaction of the subjects of research.
It also leaves the participants’ perspective unchanged. The research is as
inclusive as possible because it gives the participants the chance to explain
about their behavior. The researcher himself learns as the process of
research goes because he has to understand the culture of the participants.
Limitations of Qualitative Research Method – As mentioned earlier, the
primary limitation of this method is that the researcher might become biased
When it comes to the interpretation of the data gathered. The researcher
may tend to give his interpretation based on his own point of view. And
since there are no statistical data , it cannot be verified objectively.
Benefits of Quantitative Research Method – This method is easier and
more reliable since data gathering is through numbers and it can be
measured statistically. In that case too, it can be verified objectively.
Limitations of Quantitative Research Method – the use of statistical
Analyses are quite difficult and might make the Analyses complex if
researcher is not careful. It also removes population behavior out of context

which makes it impossible in real setting. 

Who Moved My Cheese?

I am a Psychology graduate and loves to read motivational books. The last book I've read, was " Who Moved my Cheese?" by Dr. Spencer Johnson. It's a story about the two mice : Sniff and Scurry: and two little people " Hem and Haw." These four characters although they think differently, they share and do one common thing every day. They search for cheese by running around a maze. The cheese will make these four characters happy. Although the way around the maze are full of dark corners and blind alleys that one could easily get lost, these four characters were able to reach cheese station C - WITH A LOT OF CHEESE.
But just like in our everyday true to life stories, not all situations remain constant. Sometimes we are happy and at other times, we feel sad due to changes in situation. Cheese in Station C has gone. Different reactions prevailed from 4 characters. Sniff and Scurry were a simple thinker. They don’t react in a complex manner. They knew and had noticed that day by day the cheese that they’ve found were slowly decreasing and that someday it will be gone. And so they were not surprised anymore when that happened. They simply decided to go back running in the maze and look for another cheese. For them, life must go on. While the other two characters found it hard to let go of Station C when they heard that there’s no more cheese. For them , that place is very important because they worked hard to find that cheese. They can’t let go and ‘hope that in the coming day cheese will be visible again in the same place where they have initially found it. It’s good that Haw after sometime, has realized the need to let go of that place and started his journey again to look for another cheese. Finally he found Sniffy and Scurry at Station N, already enjoying the cheese. Haw realized his mistakes and has learned a lot from it and he hoped that his friend Hem, will soon learn to let go and start to accept change and move on from there.
This story “ Who Moved my Cheese” has a great impact in my life… particularly in my career.
Sorry dear readers but I have to park up my pen for awhile and instead concentrate on the morals of the story. Hr practitioners love to think for awhile. The story has changed my way of thinking. I saw and understand how the mice works in the story and here I am, decided – to borrow their ideas and move forward. Instead of staying stuck and ask “Who moved my cheese?” I would rather say, I’ll go and find another!”


THE FIRST TIME HR MANAGER OF A COMPANY



Rachelle is a dedicated worker of Company A. She has been working there for almost 17 years. She’s 39 years old, started as an HR Assistant and has managed to rise from the rank. The last position she held was as Senior HR Officer.
After many years of hard work and self-discipline, Rachelle has finally decided to leave her present company and accepted a job offer from an established yet a company with a chaotic HR environment. There were HR issues that are unresolved such as SSS payments, payroll discrepancies, unequal salary range, employee disputes and dissatisfaction.
Rachelle is ready to take all these challenges just for the sake of getting her long been ambition. That is to become an HR MANAGER.
First time to become an HR Manager in a company that has no HR Department for a long time. What should she do in her first 30 days in that new job?
·        Conduct an audit on existing HR Practices because for sure they have it even though they don’t have the HR Manager. Ask and interview the present HR staff or anyone who does the HR works even in the absence of the HR Manager. Gather information on how they do things at present, the Recruitment process, Payroll flowchart, etc.
·        Know, analyze and assess internal environment. Check employees’ 201 files including the assigned job description and position titles. Document everything that has been gathered.
·        Discuss everything with the management and with the people as well. A first time HR Manager should show an image of being a good communicator with credibility in the flow of information.
·        Address and take action on what has to be resolved immediately. There would be various issues but always bear in mind that in every problem there is a resolution...at some point in time. So determine what is it that has to be done in quick action.
·        Finalize the company policies and employee handouts. Everything that has been changed from the old practice has to be documented and relayed to the employees. Any appeal on the changes made has to be appreciated, studied and take action on.
Always remember that challenges are there to test proof your abilities, upgrade your knowledge and experiences more so, to make you a Successful New HR Manager.

GUIDELINES AND INSTRUCTIONS FOR GOVERNMENT MANDATORY BENEFITS


SOCIAL SECURITY SYSTEM

Loan Application
Requirements:
At least 36 monthly contributions
Actual SSS digitized ID (to be returned to the applicant)
                       
Sickness Notification
Requirements:
No company sick leave credits left
At least 4 days of sickness
Accomplish the form (part I to be accomplished by the sick employee; part II to be accomplished by     the employee’s physician; part III to be accomplished by the HR staff)
Actual SSS digitized ID

* wait for the approval of the SSS. The sickness notification form will be mailed to the office. If approved, fill up the sickness reimbursement form, if not approved because of insufficient documents return the form to the employee and ask to complete the documents:

Sickness Reimbursement
Requirements:
Approved Sickness Notification Form
Sections 1-10 to be filled up by the HR staff; section 11-13 to be filled up by the accounting staff
Have employee sign the form
Actual SSS digitized ID     

* attach the approved sickness notification form to the sickness reimbursement form

Maternity Notification
Requirements:
Employee should notify HRD of pregnancy immediately upon discovery
Actual SSS digitized ID

(Male employees should notify HR office of wife’s pregnancy and due date by accomplishing advanced leave application ahead of time. Only male employees who are legally married are qualified for paternity leave of seven days)

Maternity Reimbursement
Requirements:
Maternity Notification form received by the SSS
Attach to the reimbursement form the certified true copy of the child’s birth certificate and operation             record if caesarian)
Actual SSS digitized ID

* attach the maternity notification form to the maternity reimbursement form.

SSS E-4 Member’s Data Amendment Form
To be filled up by the employee if there are amendments to his / her records (e.i. single to married;             additional dependent/child).
Attach certified true copy and photocopy of birth certificate / marriage contract.

SSS E-6 Application for Social Security ID
To be filled up by the employee. Employee must personally visit the SSS office to process his application for ID.

ALL DOCUMENTS TO BE PROCESSED TO SSS NEED TO BE SUBMITTED WITH THE SSS DIGITIZED ID. IF THE EMPLOYEE DOES NOT HAVE SSS DIGITIZED ID, HE SHOULD APPLY FOR IT. IF HE NEEDS TO PROCESS DOCUMENTS RIGHT AWAY HE SHOULD PRESENT THE APPLICATION FORM ID STUB WITH 2 VALID IDs IF HE HAS NOT RECEIVED HIS DIGITIZED ID YET.

ALL SSS DOCUMENTS SHOULD BE SUBMITTED IN 2 COPIES (ORIGINAL COPY TO THE SSS AND THE PHOTOCOPY TO THE EMPLOYER)

PAG-Ibig / Home Development Mutual Fund

Multi-Purpose Loan Application
Requirements:
At least 24 monthly contributions
Employee’s community tax certificate number
Thumbmark / thumbprint of employee

Records Transfer
To be filled up by the employee to transfer his records under new employer’s name

ESAV Request Slip
To be filled up by the employee if he wants to request for a print out of his contribution records, etc.

Member’s Data Form (MDF)
To be filled up by the employee to transfer / register his records under new employer’s name

Bureau of Internal Revenue (BIR)

1902 Form
To be filled up by the employee who has no TIN number yet.
Attach photocopy of birth certificate, marriage contract (if any) and children’s birth certificate (if any)   to each form
To be accomplished in triplicate. (1 copy for bir, 1 copy for 201 file, 1 copy for the employee)

2305 Form
To be filled up by the employee for amendments/update (single to married; additional             dependents/child)
Must attach photocopy of birth certificate/marriage contract to each form
To be accomplished in triplicate. (1 copy for bir, 1 copy for 201 file, 1 copy for the employee)
Employee must give HR department a copy of this form which has “received” stamp by BIR

*employee may only process 2305 if his BIR record has Revenue District Office (RDO) no. 047. If his record is not under RDO 047, he should personally process his 2305 to the branch where his record is located. Call BIR hotline 981-8888 to know what’s your RDO number.

1905 Form
To be filled up by the employee if he wants to transfer his record under new employer’s name.
Employee must personally submit this form to BIR office where his record is located.

PHILHEALTH (Philippine Health Insurance Corp.)

Claim Form 1
To be filled up by the employee to claim hospitalization discount

M1a Form
To be filled up by the employee to register his name under new employer’s name
To be accomplished in triplicate.
Attach photocopies of birth certificate/s of dependents and marriage contract if married.

M2 Member Data Amendment Form
To be filled up by the employee for amendments/change in status, additional dependent
To be accomplished in triplicate.
Attach photocopies of birth certificate/s of dependents and marriage contract if married.


HR ROLE - FROM ACQUIRING TO RETAINING


Change in HR role from Acquiring to Retaining

Recruitment or acquiring talents is the most popular HR role. But that was then before. Nowadays, in the era of technology, online networks, sms and mobile apps., HR roles also progress into a more important and meaningful work – and that is Retention. HR is not just hiring people, it also about retaining employees.
Retention is not only about maintaining satisfied and talented employees, it is also making them grow by helping them develop additional skills and polish whatever it is that is already innate in them. Developing talents is also one factor in motivating employees to grow old with the company. In that way, the company is obtaining competitive advantage because adding value to the people is also adding value to the company itself.
Oftentimes, HR are misviewed. They were not seen as valued partners in the organization. They are simply followers of the company President or the owner of the company. Organizations would fail if they don’t realize that HR people are their teammates in making the corporation succeed. They must provide, assist and support each other especially when it deals with HR Programs. So when HR operates as valued partner, it can ensure that only best talents are hired and that skills and competencies are being nurtured the right way.

These partnerships among the members of the organizations enable the HR Manager to add value to the corporation.

ISO IN HUMAN RESOURCE


Human Resource Department, ISO 9000-1200 certification process is the process which highly focused on the documentation than the actual application of the process. Simple tip for achieving the ISO certification for HR department is to prepare the documents before hand in order to get the required result. 

    
  1. List of Employees
  2. Annual Training Plan
  3. Training Record
  4. Training Effectiveness Report
  5. Employee Requisition Form
  6. Interview Evaluation
  7. Job Offers/ Employment Contract
  8. Probationary Report
  9. Job Description
  10. Performance Appraisal
  11. Accident Records
  12. Leave Records(Absenteeism)
Beside this, there are certain areas which the ISO specifically focusses on. You'll have to check with the Quality Assurance/Trainer who's helping you attain this certification for those areas.

First you'll have to decide how you'd like to go about doing a particular activity then the formats which you'd incorporated for those.

1)  Need identification is to be done from quarterly KRAs(may be you want to identify the training needs as a yearly activity)

2) Quarterly calender has to be made (in case its an yearly training yearly calendar with trainings identified monthwise has to be made) - The format could contain columns like Training id, Training name, Planned days, No of persons to attend, actual days the training was conducted,Vendor's name ,Date /Month of Conducting/Conducted).

3) Negotiation with training vendors

4) Deciding a date and mailing to HODs and Participants

5) Filling up of training attendance sheet (Columns – Date, NO,Name of the participant,Department,Signature) and it has to contain information like Name of the training, Training ID,Person/Department who conducted and date.

6) Training feedback form (which could be designed as per the need and focusing on feedbacks, training material,relevance of the training on the job etc)

7) Training effectiveness Evaluation Sheet which should contain the aggregate of all the individual feedback.

8)  Another mandatory training record would be the name of employees,departments,trainings which they have identified against conducted trainings for them.

9) Feedback on each training from HODs to see whether it has been of any use to them or not/how it has effected their work. Create these documents and create a FLOWCHART documenting the processes you follow for each activity.Now whatever document you generate , put it in the PROCESS & HR PROCESS TABLE because these documents are auditable.. Similarly , jot down the activities in recruitment,create a process through a flowchart and then create formats. Auditable formats in recruitment are Personal data form, Manpower request Form & Interview assessment sheet .

10. ) Skill Inventory again is a mandatory requirement of ISO . Design an individual skill inventory forms and department skill inventory forms , the skills mentioned in these forms has to be rated by self as well as superior and this activity . This shoud be a yearly activity. Make this process online where computer could automatically generate an equivalent rating or adjectival equivalent of the rating input.

Similarly you've to summarize all the departmental activities in the process table, define dates for doing that and the entire activities,formats and the process table .



RECRUITMENT TOOLS FOR OFFLINE RECRUITMENT


     RECRUITMENT TOOLS
     OFFLINE RECRUITMENT
                
             1.                SOURCE :      Skill Banks for Internal Employees      
                        TOOLS    :      Conduct Employee Survey - Skills Inventory       
                        STRATEGY :  Make the vacancy for each team open to all interested and qualified     
                        internal employees; just need to set specific guidelines on promotion

             2.                SOURCE    : Leaf let job ads
                        TOOLS    :    leaflets/flyers including company profit
                        STRATEGY :  malls/lrt/mrt stations/PUBLIC PLACES

             3.        SOURCE    : Encouraging Employee Referrals
           TOOLS    :    wall posters with list of job vacancies; leaflets; announcement through audio    
                                  system; letters to each employee
           STRATEGY :  need to know first the status of employee morale/BUILD IT UP

4.        SOURCE    :  Public Employment Service Offices (nationwide)
           TOOLS       : letters to PESO Directors/ job vacancy list/company profile
           STRATEGY :  coordinate with different PESO Offices nationwide/ join their job fairs  

5.        SOURCE  : Headhunters
           TOOLS     : RECRUITMENT AGENCIES/ HEADHUNTERS
           STRATEGY : will pay at least 13% of the annual renumeration of the chosen candidate

6.                SOURCE  : CONVENTIONS

         TOOLS     : GET TO KNOW DIFFERENT ASSOCIATIONS AND RELATED       
                             CONVENTIONS
           STRATEGY : SPONSOR A BOOTH AND GIVE OUT LEAFLETS AND CALLING 
                               Cards

7.        SOURCE  : Schools/Universities
         TOOLS     : Coordinate with the Placement offices
          STRATEGY : Get acquainted with the Placement Officers and get their con

8.               SOURCE  : CHURCH JOB POSTINGS
         TOOLS     : Coordinate with the Church secretaries and Associations
         STRATEGY : Get contacts

9.        SOURCE  : JOB POSTINGS ON NON-GOVERNMENT ASSOCIATIONS  AND   
                               CHAMBER OF COMMERCE (Different Chapters) and ask for referrals       
           TOOLS     : Coordinate with the members and Officers
           STRATEGY : Know their events- sponsor and participate

10.       SOURCE  : Sponsoring a Grand Alumni Association Reunion
        TOOLS     : Coordinate with the Internal Employees who are members and Officers
        STRATEGY : Get contacts and sponsor their events

11.      SOURCE  : Outbid the competitors
        TOOLS     : Review current benefit and compensation package
        STRATEGY : Adjust benefits; give flexible working hours

12.      SOURCE  : Train the Internal Employees
       TOOLS     : Strengthened Training Programs
       STRATEGY : Assign trainors; identify employees with potential

13.      SOURCE  : Open House
       TOOLS     : Organize this event; announce and advertise
       STRATEGY : Assign each team for an exhibit; have an open booth for receiving   
                            resume/applications