1. Jain University, August 19, 2012
Dr. Harry CD
harrycd2011@gmail.com
Research Interests include
Globally distributed teams / Virtual teams
Behavioral patterns of distributed teams
Software teams (WGX, TMX, LMX)
Cross culture

2. Part 1- Research in contemporary HRM
Part 2-Theory building in HRM Research
Part 3- Critical terms in HRM research
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

3. Information on Technology Companies
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012
Name of Total Employees Geographical Overall
Organization revenue FY strength locations number of
2010 (In offices
USD-Billion) (Countries)
TCS 8.26 198000 42 200
Infosys 6.35 133560 30 63
Wipro 6.0 100000 70 100
HCL 5.9 80000 31 60
Technologies
IBM 100 426751 170 ___
Gap Gemini --- 110000 40 136
Ness 0.5 6900 18 36
Source:
Harry CD, 2012, OCB of distributed teams: A study on the mediating effect of organizational justice in software organizations

4. Electronics Countries Operating
Companies in
Flextronics 30
Sony 183
Canon 44
LG 40
Samsung 100
Automobile Countries Operating
Companies in
Ford 70
GM 157
Toyota 28
Benz & BMW 35 & 150 respectively
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

5. The Latest Trends in Business
“Unless you are networking, you will soon
be not working” Dr Denis Waitley
Social media –the obvious choice
Global reach
Outsource anything
No business is a bad business
A bigger role for government
Management as a science
Shifting consumption patterns
Asia rising
Industries taking new shape
Innovation marching on
Price stability in question
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

6. Macro and Micro context of Contemporary HRM
Dynamically changing global scenario
Belief in people processes has superseded other organizational processes
Changing from borrowed to indigenized
Administrator to strategist and change agent
Increase technology driven jobs while low skilled jobs decrease
Highest global mobility- helps global alignment
Centralized to distributed approach
World at your feet tendency
People are no more just resources
Process on sensitivity to sensitivity on processes
Hiring through social media
Localized compensation
HR policies based on trust, openness, equity and consensus
Better working conditions – Fun place to work
Encourage zeal, initiative, innovation and entrepreneurship; make people
feel like winners
Sensitivity to relationships-Internal and external
Dr. Harry CD -"A perspective of
Equitably reward and integrate aspirations with corporate goals.
research in contemporary HRM",
2012

7. Organizations in every domain all over the world are
confronted with growing complexity due to changing
forms of organization.
Apart from relationships with competitors, customers,
and suppliers becoming more complicated and
involved, internally, many companies have complex
processes, diverse business units, matrix structures and
a diverse employee base as organizations become
globally distributed.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

8. Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

9. Perception of organizational complexity is related to their
process of understanding and appreciating the changing
forms of organization.
High-Performance Organizations (HPO) such as GE,
Becton Dickinson, Campbell Soup, IBM, and ASDA etc.,
has systematically developed their research capabilities
(RC) over time.
Successful Indian multinational organizations such as
Infosys, Wipro, Cognizant and TCS has worked on their
people processes, competency building, performance
management, compensation systems based on inputs
obtained from their initiative or outsourced research.of
Dr. Harry CD -"A perspective
research in contemporary HRM",
2012

10. Chatterjee, S. R. (2007). Human Resource Management in India: ‘Where From’ and
‘Where To?’, Research and Practice in Human Resource Management, 15(2), 92-
103.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

11. Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

12. There are five core areas where optimizing the use of research outcome in an
organization can provide additional value and ammunition for fighting
competition.
Structure and design
Research capabilities can play an integral role in eliminating redundancy or
unnecessary layers in an organizational structure by streamlining processes,
minimizing management layers, facilitating communication and improving
monitoring. Continuous research can help create more agile and flexible
organizational structures.
Specific experience of roles, interaction and exchanges, treatments, benefits,
culture, communication and brand status of an organization provide sufficient
space for research.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

13. For example:
• Backward and forward integration
• Merger and acquisition
• Collaborations and joint ventures
• Outsourcing and in sourcing
• Virtual and open source approaches
• Grouping and regrouping of businesses
• Private or public participation
• Single or multiple products and services
• Collocated or distributed location
• Size and depth of the business
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

14. Processes and policies
Organizations are continually looking at ways to make their processes more competitive,
effective and efficient.
HRM processes include
• Employment and engagement
• Performance management
• Competency building
• Learning and development
• HR auditing, assessment centers and Balanced score card
• High performance culture
• Career progression and succession
• Deployment and redeployment
• Rehabilitation
• Local, national and global HRM practices
• Culture sensitivity
• Innovative people practices
• Compensation and benefits
• Attraction and retention etc.,
Stakeholders dynamically compare and ascertain their worth Harry CD -"A perspectivedetermine
Dr. instantly and of
research in contemporary HRM",
procedure for an effective move ahead. 2012

15. People practices
Organizations can also optimize people resources by investing in research
capabilities. With the right people, technology and processes, companies can
reduce the number of people needed to achieve the same desired business
results.
• Domestic versus overseas assignments, transfers and deputations
• Exchange within and between teams
• Interaction between collocated and distributed teams
• Gaps in beliefs and practices between core and non-core teams
• Differential treatment in work location
• Differential treatment between expatriates and domestic employees
Cultural gaps and related problems
• Work life balance
• Inter dependence between employees
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

16. • Knowledge transfer and sharing
• Role efficacy experiences
• Rewards and recognitions related behaviours
• Perceived organizational support
• In-role and extra role behaviour (ERB or OCB)
• Organizational retaliatory behaviour (ORB)
• Justice Perceptions
• Decision participation
• Employee ambassadorship
• Withdrawal symptoms and organizational problems
• Organizational politic
• Differential treatment between contract / consultants versus direct
employees
• Relationship between employees and customers / clients, between one
unit to other units
• Performance assessment – Domestic and onsite Harry CD -"A perspective of
Dr.
• Cross culture experiences research in contemporary HRM",
2012

17. Innovative HR practices
Contemporary research has been concentrating on HR transformation
Developing business acumen
Giving importance to EQ and SQ
Human capital
Intellectual capital
Changing Trends in the area of Training and Development
Transforming training delivery mechanisms
Assessment centres
Localization of culture
HR branding
Emotional / psychological approach
Competency and capability developemnt
Change management
Balanced score card
Career progression and succession plan
Stay interview
Flexi working Dr. Harry CD -"A perspective of
High performance culture research in contemporary HRM",
2012

18. International management / HR alignment
Globally distributed team
Cross culture
Expatriates and in-patriates
Virtual teams
Contract resource management
Global compensation
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

19. Part 2
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

20. HRM is concerned with people practices, thus the
interaction and exchange in organizations mostly focus
on how such interaction and exchange happens then
why it happens.
A data driven analytical approach provides an in depth
understanding of every people related phenomena
across organization and offers means for reducing the
intensity of challenges.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

21. Theory is described as “a coherent description,
explanation and representation of observed or
experienced phenomena” (Gioia & Pitre, 1990, p. 587).
Theory building is the ongoing process of producing,
confirming, applying, and adapting theory (Lynham,
2000b).
Theory is required to be of practical value (Kaplan, 1964;
Lynham, 2000b; Mott, 1996; Swanson, 1997, 1999; Van de
Ven, 1989)
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

22. Challenge and usefulness
One of the challenges of theory-building research in applied
disciplines is making the logic used to build the theory
explicit and accessible to the user of the developed
theory.
• Theory building contributes to the existing body of
knowledge
• Help bridge the gap between research and practice
• Provides growth and maturity to the discipline
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

23. False assumptions of theory building include
the following: (Susan A. Lynham, 2002)
• that theory is disconnected and removed from practice,
• that the process of theory construction happens in
isolation of the real world,
• that those who engage in theory building or
development are not the same as those who engage in
practice or in the real world, and
• that usefulness and application are optional outcomes of
theory.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

24. Theory building is described as “the purposeful process or recurring
cycle by which coherent descriptions, explanations, and
representations of observed or experienced phenomena are
generated, verified, and refined” (Lynham, 2000b, p. 161)
Theory building include
• Systematically collecting and interpreting new data
• Defining gaps and problems
• Identifying responses to new problems
• Define practical problems
• Evaluating solutions
• Discerning priorities
• Identifying new research directions
• Developing common language
• Defining boundaries
• Sharing the findings and
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

25. The theory building process
The building of theory occurs in two major stages- The
descriptive stage and the normative stage.
Within each of these stages, theory builders process through
three steps: Observation, categorization and association.
Good theory and theory building should also reflect two
important qualities: rigor and relevance (Marsick, 1990a),
or what are also termed validity and utility (Van de Ven,
1989).
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

26. Building the research process
Deduction Process Induction Process
Statements of
association
(Models)
Categorization based on
Anomaly
attributes of phenomena
(Frameworks &
Typologies)
Observe, Describe and
Measure phenomena
(Constructs) Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

27. The first is one of a research-to-theory strategy,
whereas the second is one of a theory-to-research
strategy (Reynolds, 1971).
The research-to-theory strategy, also termed the
research-then-theory strategy, is related to “deriving
the laws of nature from a careful examination of all
the available data” (Reynolds, 1971, p. 140).
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

28. As described by Reynolds (1971), the essences of this research-to-
theory strategy are as follows:
1. Select a phenomenon and list all the characteristics of the
phenomenon
2. measure all the characteristics of the phenomenon in a variety of
situations (as many as possible)
3. analyze the resulting data carefully and determine if there are any
systematic patterns among the data “worthy” of further attention, and
4. once significant patterns have been found in the data, formalization of
these patterns as theoretical statements constitutes the laws of nature
(axioms, in Bacon’s terminology).
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

29. The second strategy for building theory is that of theory to
research, or what Reynolds (1971) called the “theory-then-
research strategy”
Reynolds highlighted the essences of this
theory-building strategy as follows:
1. Develop an explicit theory in either axiomatic or process description
form;
2. select a statement generated by the theory for comparison with the
results of empirical research;
3. design a research project to “test” the chosen statement’s
correspondence with empirical research;
4. if the statement derived from the theory does not correspond with the
research results, make appropriate changes in the theory or the research
design and continue with the research; and
5. if the statement from the theory corresponds with the results of the
research, select further statements for testing or attempt to determine the
limitations of the theory. Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

30. A useful way of conceptualizing the research method for
applied theory building is as a recursive system of five
distinct phases:
• conceptual development,
• operationalization,
• application,
• confirmation or disconfirmation, and
• continuous refinement and development (of the theory).
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

31. Popular Theories
Equity Theory
Motivational theory of Abraham Maslow, 1954
Theory X and Theory Y were developed by a management
professor Douglas McGregor at MIT Sloan School of
Management in the 1960s.
Chris Argyris (1957)- worker-structure conflict theory
Frederick Herzberg (1959)-Two factor theory (Hygiene and
motivational factors)
Douglas McGregor (1960)- Theory of management, Theory X
and Theory Y
Argyris & Schön (1974, 1996)- Model I and Model II
Role efficacy –Self efficacy theories- Uday Pareek, 1980
Co-creation model - Jason Colquitt, 2007
Sense-making and breaking-Roberson, 2008 Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

32. Part 3
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

33. Macro and micro context in HRM
The environment furnishes the macro context and the organization is
the micro unit.
The external environment is comprised of those factors which affect an
organizations human resources from outside the organization.
Important among them are: economic, social, political, governmental,
legal, technological, traditional and cultural; customers other
organizations and trade unions in other organizations.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

34. Differentiate between deduction and induction
In deduction, we deduce generalization from universal to
particular but in induction we arrive at universal
generalizations from particular facts. Therefore, sometimes
deduction is thought to be opposite to induction.
In inductive reasoning, you try to get a result based on a
theory. Deductive reasoning you work backwards you have
the result and you try to come up with the reasoning
behind it.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

35. Quantitative Research Confirms
Quantitative research looks at the general case and moves
toward the specific. This deductive approach to research
considers a potential cause of something and hopes to
verify its effect.
Qualitative Research Confirms
Qualitative research begins with the specific and moves
toward the general. The data collecting process in
qualitative research is personal, field-based, and iterative
or circular. As data are collected and organized during
analysis, patterns emerge.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

36. Nonprobability and Probability Sampling
Nonprobability sampling does not involve random selection
But
Probability sampling does
Empirical and Conceptual
Empirical and conceptual are two different approaches of
research.
• While empirical is dependent upon observation and
experimentation, and produces verifiable results, it is mostly used
in scientific studies
• On the other hand, conceptual analysis is a popular method of
research in social sciences, and philosophy and psychology.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

37. The Moderator-Mediator Variable Distinction
Mediating effects allow researchers to
understand underlying complex
relationships whereby the effect of an
independent variable is transmitted to a
dependent variable through a third variable
(Baron and Kenny(1986)
a moderator is a qualitative (e.g., sex, race,
class) or quantitative (e.g., level of reward)
variable that affects the direction and/or
strength of the relation between an
independent or predictor variable and a
dependent or criterion variable.
Theorists and researchers should be aware of the importance of not using the
terms moderator and mediator interchangeably by carefully elaborating, both
conceptually and strategically, the many ways in which moderatorsperspective of
Dr. Harry CD -"A and mediators
research in contemporary HRM",
differ 2012

38. Validity and Reliability.
Essentially, validity entails the question, “does your
measurement process, assessment, or project actually
measure what you intend it to measure?”.
The related topic of reliability addresses whether repeated
measurements or assessments provide a consistent result
given the same initial circumstances.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

39. Aims and Objectives
Aims are actually goals which we set for ourselves but
objectives are the measures which we undertake to
achieve our aims
Methods and Methodology
Research methods involve conduct of experiments, tests, surveys
and the like. On the other hand research methodology involves
the learning of the various techniques that can be used in the
conduct of research and in the conduct of tests, experiments,
surveys and critical studies.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

40. A doctoral dissertation is a serious piece of research upon
which you will spend months or years of your life.
Strangers cannot select topics for you without knowing
something about your interests and experiences.
You should not settle for a topic selected by strangers but
should be reading extensively and meeting with your
adviser at the university in order to determine a topic that
will be sufficiently original and rigorous to meet the
university's requirements while at the same time feasible
for you to pursue.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

41. References:
1. Chatterjee, S. R. (2007). Human Resource Management in India: ‘Where
From’ and ‘Where To?’, Research and Practice in Human Resource
Management, 15(2), 92-103.
2. Gioia, D. A., & Pitre, E. (1990). Multiparadigm perspective on theory building.
Academy of Management Review, 15(4), 584-602.
3. Reynolds, P. D. (1971). A primer in theory construction. New York: Macmillan
4. Reuben M. Baron and David A. Kenny, 1986, Journal of Penality and Social
Psychology, Vol. 51, No. 6, 1173-1182
5. Susan A. Lynham, 2002, Advances in Developing Human Resources ; 4; 221
6. Van de Ven, A. H. (1989). Nothing is quite so practical as a good theory.
Academy of Management Review, 14(4), 486-489.
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012

42. Wish you a successful
doctoral Journey
Contacts:
harrycd2011@gmail.com
+91 9845713736
Dr. Harry CD -"A perspective of
research in contemporary HRM",
2012