Data Collection to Human Resources Primary and secondary

Primary data is collected related to human resources through personal interviews,

questionnaires or by simple observation of the employees. Primary data is original as it is collected by the research or investigator for specific purpose (Anderson, 2004). Primary data collected from interview is conducted as part of equity of human being. Similarly, primary data might include the responses of employees from questionnaire and with observing the employees. Secondary data is collected through collect information from past study or past period. Secondary data related to human resources can be collected from secondary sources such as articles, websites, journals, books, government records, etc (Prescott & Rothwell, 2012).. Organization can collect human resource related data through its past records or documents related to employees such as relocation, training and development, wages, payroll expenses, etc.

 

Longitudinal and cross-sectional: Selection of data collection method in between is longitudinal and cross-sectional method depends on the purpose of data collection. Both longitudinal and cross-sectional methods use sample surveys, interviews, observation, experiments and past studies to collect data (Ritchie & Bhatia, 2009). Cross selection data is gathered at the same point of time, while longitudinal data is collected over a long period of time. HR department can use cross selection method to collect data at the same point of time with a smaller number of participants, while longitudinal method to collect data at multiple period of time with large number of respondents. For example, firms use longitudinal data collection to examine changes in human resources or performance of employees over a long period of time such as last ten years (Menard, 2002). While firms collect cross-sectional data to check the difference in human resources performances, nature and behavior across different countries through considering one particular time frame. Longitudinal method depends on the secondary sources, while cross selection method is based on primary data collection method.

 

Independent and dependent variable: Two categories of variables, independent and dependent define the nature of relationships among events. Dependent variable is a variable that is explained by one or more independent variables. Firms test the hypothesis related to human resources through the dependent variable and independent variable. Firms and investors could test the relationship between independent and dependent variables by collecting the data on human resources and then comparing the two sets of information and influence of independent variable over dependent variable (Babbie, 2012). Firm collects the human resource related data through observing and measuring the effectiveness of independent variable. For example, firm uses dependent variables to evaluate the relationship between the performance of an employee and the incentives or wages. In this situation, the dependent variable is the performance of an employee, which may affect the incentives (Grinnell & Unrau, 2010). Independent variable is measured or selected by the researcher to determine the relationship with an observed phenomenon. Firm can collect the data through independent and dependent variable to develop a strategy for improving human resource strategies for the employees as these will be effective to exhibit a relationship between two different aspects of human resources.

 

References Anderson, V. (2004). Research Methods in Human Resource Management. UK: CIPD Publishing. Babbie, E.R. (2012). The Practice of Social Research (13^th ed.). USA: Cengage Learning. Grinnell, R.M. & Unrau, Y.A. (2010). Social Work Research and Evaluation:Foundations of Evidence-Based Practice: Foundations of Evidence-Based Practice (9^th ed.). USA: Oxford University Press. Menard, S. (2002). Longitudinal Research (2^nd ed.). USA: SAGE. Prescott, R.K. & Rothwell, W.J. (2012). Encyclopedia of Human Resource Management, Key Topics and Issues. John Wiley & Sons. Ritchie, W.C. & Bhatia, T.K. (2009). The New Handbook of Second Language Acquisition (2^nd ed.). UK: Emerald Group Publishing. Avail 24X7 business  assignment help services and case study assignment help from our experts. We assure you that you will get original assignment help with in the deadline and your assignment paper will not be discussed with our clients.