Research Questions Karen Is A Director Of Human Resources

Research Questionskaren Is A Director Of Human Resources At A Mid Si

Research Question(s) Karen is a director of human resources at a mid-size company. Her team has been exploring causes of turnover for new employees—employees that start with the company but leave within a year. Some of the research questions she and her team have developed include: What training and advancement opportunities might encourage employees to commit to long-term growth within the company? What benefits are new employees seeking in career-based employment? For this Discussion, you will generate your own research questions, based on the dataset you chose in Week 1. You will create three different types of research questions (i.e., one descriptive question, one relational question, and one comparative question). Then, select an appropriate research design for each question. To Prepare: Review this week’s Learning Resources, particularly the Study Notes, Research Question Types Quiz Worksheet, and Research Questions Types Quiz (interactive media program). Complete the Research Question Types Quiz Worksheet. Then, take the Research Questions Types Quiz interactive media program, referring to the Worksheet as you complete the Quiz. (Note: As you take the Quiz, you will learn the correct answer to each quiz question. Update your Worksheet to reflect the correct answers, as needed, since you will need this information in order to complete the Week 4, Discussion 1). By Day 4 Post one of your three different types of research questions (i.e., descriptive question, relational question, or comparative question) based on the dataset you selected in Week 1. Then, post an appropriate research design for the question you post. Explain how the research question might promote positive social change.

Paper For Above instruction

Understanding the complexities of employee turnover is critical for organizations seeking to enhance retention and foster a productive work environment. Developing different types of research questions—descriptive, relational, and comparative—allows researchers and HR professionals to explore various aspects of employee behavior and attitudes comprehensively. In this paper, I will formulate one of each type of research question based on a hypothetical dataset concerning employee turnover at a mid-sized company, and I will identify suitable research designs for each. Additionally, I will discuss how these research questions could contribute to positive social change within the organizational context and beyond.

Descriptive Research Question

A descriptive research question aims to portray the current state of a phenomenon, providing a detailed picture without examining causal relationships. An example of such a question in the context of employee turnover would be: “What are the most common reasons cited by employees for leaving the company within their first year?” This question seeks to identify the prevalent reasons for early turnover based on data collected through exit interviews or surveys.

The appropriate research design for this question is a quantitative descriptive study. This involves analyzing existing data or conducting a survey to quantify the reasons employees leave early. Descriptive statistics such as frequencies, percentages, and mode would be used to present the most common reasons. Such research helps HR understand the immediate issues related to early turnover, providing a foundation for further investigation and intervention.

Relational Research Question

A relational question seeks to explore the relationship between two or more variables. An example in this context could be: “Is there a relationship between new employees’ perceptions of onboarding quality and their likelihood of staying beyond the first year?” This question examines whether perceptions of onboarding processes influence employee retention.

The suitable research design here is a correlational study, which involves collecting data on employees' perceptions of onboarding (via surveys or interviews) and tracking their retention status over time. Statistical analyses like Pearson’s correlation coefficient can determine the strength and direction of the relationship between onboarding perceptions and retention. Understanding this relationship can inform targeted improvements in onboarding programs to enhance employee engagement and reduce turnover rates.

Comparative Research Question

A comparative question assesses differences between two or more groups. An example question could be: “Are turnover rates within the first year different between employees hired through referral programs versus those hired through traditional recruitment channels?” This comparison can help determine if hiring source influences early employee retention.

The appropriate research design is a comparative or quasi-experimental study. This involves comparing retention data from different groups, using statistical tests such as chi-square tests for independence to determine if significant differences exist between groups. This knowledge enables organizations to refine their recruitment strategies to focus on channels that yield higher retention.

Promoting Positive Social Change

The formulation and execution of these research questions have significant implications for social change within the workplace and the broader community. By identifying the core reasons for early turnover, organizations can develop targeted strategies that improve employee satisfaction and retention, leading to more stable employment and economic security for workers. Enhancing onboarding processes based on relational insights can create more inclusive and supportive work environments, fostering diversity and equity. Moreover, understanding how hiring channels influence retention can promote fair recruitment practices that provide equal opportunities for all candidates, regardless of background.

Ultimately, these research efforts contribute to societal well-being by promoting more equitable, supportive, and sustainable workplaces. They support organizations' efforts to implement policies that benefit employees' career development and contribute to economic stability, which in turn can lead to broader social benefits such as reduced unemployment and enhanced community resilience.

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