Fall 20142015

B830
Making a Difference (Research
Proposal)

Making Human Resources more

Efficient in a Workplace through the
Development of Technical Strategy .

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Masters of Business Administration
Faculty of Business Studies
Fall 2014-2015

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[XXXXXXXX , ID NUMBER, B830, RESEARCH PROPOSAL ]

Abstract
Present study aims to show the impact of labor turnover in Global Clearing and
Forwarding Co (GCF). HRM should deals with different circumstances and be the main element
in solving and handling all these issues. HRM is the communication point between labors and
management, HRM deals with functions, performance, and building human capital. Additionally
this study continue to show the reader what is the role, objectives and functions of Human
resources, and how Human resources can use different solutions to defend turnover phenomenon
by making labor more efficient in the workplace. This study presents challenges of the human
resource; it also highlights the lessons learned. However, it continues to show how it is important
to train, develop and motivate the staff working. Thus it must be supported by management since
it is the only key to decrease the turnover in Global Clearing and Forwarding.

Key words: Labor turnover, Performance, Human capital, Motivate.

Proposed Research Topic

2

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Making Human Resources more Efficient in a Workplace through the Development of Technical
Strategy (Lebanon).
Purpose
The purpose of this study is to investigate the turn over reasons, and explore what impact this
loss has on the organization, and demonstrate the importance of relationship between employees
and managers. In addition to that elucidate technical strategies should be build by managers to
make employees more efficient in a workplace. (Mitchell et al, 2012). Building informal
relationship between management and employees is significant, because the relationship is the
only way to transfer the implicit knowledge. Employees working within GCF having a lot of
questions that why there are a lot of turnover in every department, and how we can stop this
phenomenon. And who is the responsible, employees or management. Solving this dilemma is
highly important for business itself and employees loyalty. GCF cannot continue with this
strategy, because after short period of time they lose the whole business. This study aims to
highlight all the problems affecting employees, HRM, management working under the name of
GCF. There are a lot of obstacles between departments that should be solved in the near future.
Employees do not prefer to give information and learn from each others to develop the business.
Learning system is healthy and helpful to the entire business. GCF cannot be developed and seek
perfection if there is no transparency between employees and departments. Employees should
learn from each other and should train on how they should behave and communicate. In addition
to that the goal of this study is to examine the effect of HRM on organizational performance.
(Turner, James H, 2010).
Specifically, the proposed research is designed to answer the following questions:
1. How can human resource management control turnover within company, and what is the
tools needed to eliminate it?
2. What is the role of human resources in developing technical strategies to make
employees more efficient is a workplace?
Background

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We will conduct this study at Global Clearing and Forwarding Co. (GCF) to complete this
study we have got support from 50 (Fifty) employees working within company we have 5 (Five)
managers and 45 employees, These employees is divided to: 5 (Five) employees in the shipping
department, 5 (Five) employees in the Accounting department, 5 (Five) employees in the
Clearance department, 5 (Five) employees working in service department, 18 (Eighteen)
employees working at the port of Beirut, 2 (Two) employees working at the Airport as filed
workers, and 2 (Two) employees working at IT department. In addition we have the managers
who are managing departments, and the general manager who is managing the company and
making instructions to managers who give instructions to regular employees.
The table below can show us the hierarchy of GCF:

From my work perspective for the last 3 (Three) years, It is a good opportunity for me to work
on this study and develop my skills. This study gave me opportunity to reflect my role as
assistant HR manager.
We have developed our strategic management within GCF. We have found that there are many
mistakes and we have to work on it to fix it. To decrease the number of turnovers and create an
environment based on relationships between workers. Employees and managers looking to have
training and development program, updating and letting employees be part of the company is an
exercise that should be done by the management. (Chuop Theot Therith, 2009). Since we believe
in GCF, that company effectiveness it is the only key of employees satisfaction because it
constitute the process of transferring inputs into output in an efficient and sequence way. Once
the employee feels that he/she is an important part of GCF he or she will give all his/her

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knowledge to develop his/her self and to develop others. We seek to engage employees with
some of the management decision to let them feel that they are an important role in this
company.
Scope
There are many ways of doing surveys such as: interviews, paper and paper survey, electronic
survey etc since we are surveying within GCF and we are trying to target all employees we
only need to give a sample and they will fill it online. By having this survey we are capturing
employees opinions and future suggestions. We are going to prepare online questionnaire so all
the samples are similar. No one will know the answer of the other one. The questionnaire will
contain around 15 (Fifteen) questions and they have 5 (Five) levels of choices to choose and they
have a space to feel free and write what is in their minds for enhancements and suggestions.
Theoretical framework
In order to manage responses towards the challenges of the shipping and clearance sector in
Lebanon, we have to go through survey questionnaire, Questionnaire of shipping and clearance
sector has been developed to be able to conduct this study, and a copy as Appendix 15 (Fifteen)
questions have been developed to measure the importance of employee satisfaction, quality of
HRM department, motivation tools, quality of communication and coordination ways between
departments, quality of work and customer service, information and experience gained at
workplace, employee challenges and problems of each department, importance of strategic HRM
and the future vision of GCF. (Lebbas, 1995).
Method
There are 15 (Fifteen) questions prepared by HRM. These questions will be asked to all the
employees and department managers working with GCF. After these questions we have to
formulate them in order to find gaps and try to find out solutions and meet with management in
order to solve these issues. These questions mentioned below:
1- Rate the level of satisfaction within workplace.
2- Rate the motivation level at Global Clearing and Forwarding.
3- Rate the level of communication between you and management.

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Rate the quality of work and customer services.

Rate the information and experiences you receive it at work.
What is your overall evaluation of GCF?
Rate your managers communication skills.
Rate how efficient the human resource department, in respect of training, developing, and

supporting staff within GCF.

9- Rate the salary and benefits average that you are getting in respect to your work.
10- Rate the relationship between you and other colleagues.
11- Rate the business strategy of GCF.
12- There are any suggestions for GCF to help improve performance and efficiency?
13- In your opinion, why do we have a lot of turnover in all departments within GCF and
how can this issue been solved?
14- Please indicate how we can make employees more efficient and productive in the
workplaces?
15- Kindly mention the challenges that your department is facing and state your suggestions
to develop and overcome those problems.
Timetable:
Prepared proposal by 15 October
Complete Statement of the problem by 30 October
Complete review of the literature by 18 November
Complete Questionnaire by 30 November
Complete Theoretical analysis by 07 December
Give presentation on 15 December
Complete final report by 30 December
Limitations:
The time given to doing such study is not much enough. For that reason, we have asked
colleagues working within GCF to collect data, especially in the forth chapter. we have asked
also the department managers to give us some informations regarding each department they
work for and how the process is running to understand it and build this study. It was a very
helpful experience to us. I have learned a lot of informations and I got benefit from it. Simply

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this study was talking about the problems occurred in GCF such as: motivation, training and
development, lack of productivity and increasing employees performance.
Delimitations
There are many questions might be asked in this study. Especially in the HRM there are a lot
of informations that can be added more to this study. We did not add lots of contents to turn the
reader attention on the subject that we are focusing on. There are many subjects and problems
related to HRM but we cannot solve all the problems in this study. We were solving only the
problem of turnover and relationship between employees, and what are the ways to enhance
employees productivity to increase their performance.
References
Chuop Theot Therith. (2009). The importance of HRM. Available:
http://therith.files.wordpress.com/2011/05/the-importance-of-hrm-for-organizatioin.pdf.
Last accessed 30th Nov 2014.
Mitchell et al. (2012). The description of employee turnover. Available:
http://www.ukessays.com/essays/management/the-description-of-employee-turnovermanagement-essay.php. Last accessed 29th Oct 2014.
Lebbas. (1995). Performance management in academic literature.Available:
http://performancedriver.wordpress.com/2012/05/23/definition-of-performancemanagement-in-recent-literature/. Last accessed 29th Oct 2014.
Turner, James H.. (2010). Employee turnover (Evaluation). Available:
http://www.freepatentsonline.com/article/Academy-Marketing-StudiesJournal/235631652.html. Last accessed 08th Nov 2014.