Proposal代寫范文：Human Resources Management in Marks and Spencer | Research
Proposal代寫范文：瑪莎百貨公司的人力資源管理研究?，斏儇浭怯I先的零售商之一。本文是一篇留學生Dissertation Proposal寫作范文，主要內容是講述每周約有2100萬人訪問他們的商店。他們在全球經營895家店鋪。其中600家在英國，295家在英國以外的國家經營。第一家瑪莎百貨商店于1894年在曼徹斯特Cheetham Hill Road開業。Proposal介紹該公司由邁克爾·馬克斯和托馬斯·斯賓塞合伙成立。馬克是波蘭的利特瓦克猶太人，斯賓塞是約克郡的出納員?，斏儇浭怯畲蟮姆b零售商。它也是一家高檔食品零售商。它是世界上第43大零售商。現在，瑪莎百貨已涉足家居用品、家具和科技領域。下面就一起來參考這篇留學生Dissertation Proposal寫作格式范文的全部內容。
Background 背景
Marks & Spencer is one of the leading retailers of the UK. About 21 million people visit their stores every week. They operate around 895 stores around the globe. 600 of these stores are in UK while 295 of these stores are operated in countries outside UK.
The first Marks & Spencer store was opened in the year 1894 at 21 Cheetham Hill Road, Manchester. The company was formed by a partnership between Michael Marks and Thomas Spencer. Marks were a Litvak Jew from Poland and Spencer was a cashier from Yorkshire.
Marks & Spencer is the largest clothing retailer in United Kingdom. It is also an upmarket food retailer. It is the 43rd largest retailer in the world. Now Marks & Spencer has diversified into homewares, furniture and technology.
In the year 1998, Marks & Spencer posted a pre-tax profit of GBP 1 billion. This was the first time that a British retailer was able to do so. Marks & Spencer is listed on the London Stock exchange.
1998年，瑪莎百貨公布稅前利潤為10億英鎊。這是英國零售商第一次能夠做到這一點。瑪莎百貨在倫敦證券交易所上市。
Since the beginning of the 21st century, Marks & Spencer has managed to have a turnaround. It posted substantial profits over the last five years. In the year 2008 the Time magazine ranked Marks & Spencer as seventeenth in the list of top 100 graduate employers.
Marks & Spencer believes in the philosophy that the customer is always and completely right. Most stores of Marks & Spencer also feature some sort of hospitality offering like M & S café and Espresso bars.
自21世紀初以來，瑪莎百貨一直在努力扭轉局面。在過去五年中，該公司實現了巨額利潤。2008年，《時代》雜志將瑪莎百貨排在前100名畢業生雇主名單的第17位。瑪莎百貨堅信客戶永遠是正確的?，斏儇浀拇蠖鄶甸T店還提供一些招待服務，如瑪莎咖啡館和濃縮咖啡吧。
Post the economic crisis, Marks & Spencer has renewed its focus on cutting costs and improving efficiency. The company closed down many of its unprofitable stores , like the ones at Ripon and Balham, in early 2009 as part of cost-cutting measures.
經濟危機后，瑪莎百貨重新將重點放在削減成本和提高效率上。作為成本削減措施的一部分，該公司于2009年初關閉了許多無利可圖的店鋪，如里邦和巴勒姆的店鋪。
The human resources management plays a great role in achieving such cost efficiencies. After the financial crisis, the consumers in many developed markets of Marks& Spencer have become prudent. Savings have increased and the extravagant, reckless consumption seems to be a thing of the past. In such a scenario, retailers aim at capturing a greater share of the customers’ consumption.
人力資源管理在實現這種成本效益方面發揮著重要作用。金融危機后，瑪莎百貨許多發達市場的消費者變得謹慎了。儲蓄增加了，奢侈、魯莽的消費似乎已成為過去。在這種情況下，零售商的目標是獲得更大的客戶消費份額。
The United Kingdom, which is the domestic and the most important market of Marks & Spencer, was severely hit by the economic recession. The U.K. economy has still not come out of the throes of recession.
英國是馬莎百貨的國內和最重要的市場，受到經濟衰退的嚴重打擊。英國經濟仍未走出衰退的陣痛。
The dissertation will look into the effectiveness of human resources management in Marks & Spencer. How has the human resources management at Marks & Spencer helped in the achievement of the objectives of the organization?
本文將研究瑪莎百貨公司人力資源管理的有效性?，斏儇浀娜肆Y源管理如何幫助實現組織目標？
How has human resources management contributed to the creation of value for the stakeholders of the organization? Has the human resources management at Marks & Spencer achieved the objectives of the human resources function?
人力資源管理如何為組織的利益相關者創造價值？瑪莎百貨的人力資源管理是否實現了人力資源職能的目標？
Does the human resources management at Marks & Spencer follow a strategic approach to human resources management? This dissertation will explore in depth the role of human resources management in Marks & Spencer.
瑪莎百貨的人力資源管理是否遵循人力資源管理的戰略方法？本文將深入探討人力資源管理在瑪莎百貨公司中的作用。
In the intensely competitive and dynamic retail industry the importance of employees as human resources is increased significantly. The employees act as the interface of the company with the customers. If they fail to satisfy the customers then the organization will fail to exploit the lifetime value of the customers.
在競爭激烈和充滿活力的零售業中，員工作為人力資源的重要性顯著增加。員工充當公司與客戶之間的接口。如果他們不能滿足客戶，那么組織將無法利用客戶的終身價值。
The human resources management strategy at an organization like Marks & Spencer is an interesting subject for academic research. This topic is very important from an empirical point of view. The human resources management function in organizations is changing. From a transactional function it is evolving into a strategic one.
像瑪莎百貨這樣的組織的人力資源管理戰略是一個學術研究的有趣課題。從實證角度來看，這一主題非常重要。組織的人力資源管理職能正在發生變化。它正從一種交易功能演變為一種戰略功能。
My personal reason for choosing this topic was that I wanted to understand the role that human resources management plays in a retail organization. The human resources management of such an organization will be effective only if it is able to achieve its objectives.
The main objective of this research will be to determine the degree of effectiveness of the human resources management at Marks & Spencer. The research will achieve this objective by investigating into the following questions:
我選擇這個話題的個人原因是，我想了解人力資源管理在零售組織中扮演的角色。只有能夠實現其目標，這樣一個組織的人力資源管理才會有效。本研究的主要目標是確定瑪莎百貨人力資源管理的有效程度。本研究將通過調查以下問題來實現這一目標：
Q1) To what extent has the human resources management at Marks & Spencer helped in enabling the company to perform well on all the parameters of its balanced scorecard? 瑪莎百貨的人力資源管理在多大程度上幫助公司在平衡計分卡的所有參數上表現良好？
Q2) Does the human resources management at Marks & Spencer strategic in its approach? 瑪莎百貨的人力資源管理方法是否具有戰略性？
Q3) Has Marks & Spencer succeeded in transforming its human resources management into a source of competitive advantage? 瑪莎百貨是否成功地將其人力資源管理轉變為競爭優勢的來源？
Q4) What are the strategies that the organization predominantly uses in its human resources management? 組織在人力資源管理中主要使用哪些戰略？
Q5) How effective has been the human resources management at Marks & Spencer in creating value for all the stakeholders of the organization? 瑪莎百貨的人力資源管理在為組織的所有利益相關者創造價值方面有多有效？
Through the above questions the dissertation will strive for achieving the objectives of the research. The human resources management at Marks & Spencer will be deemed to be effective if it makes a significant positive contribution to the achievement of the objectives of the organization.
通過以上問題，本文將努力實現研究目標。如果瑪莎百貨的人力資源管理對實現組織目標做出了重大積極貢獻，則該管理將被視為有效。
This can only be done if the human resources management is able to contribute to stakeholder value creation process of Marks & Spencer. The main stakeholders of Marks & Spencer are: customers, employees, shareholders, suppliers, community and the state.
只有人力資源管理部門能夠為馬莎百貨的利益相關者價值創造過程做出貢獻，才能做到這一點?，斏儇浀闹饕嫦嚓P者是：客戶、員工、股東、供應商、社區和國家。
Human resources management in the retail industry can become a source of much needed competitive advantage. The human resources management strategies also need to be tailored according to the marketing strategy of the organization.
零售業的人力資源管理可以成為急需的競爭優勢的來源。人力資源管理戰略也需要根據組織的營銷戰略進行調整。
The choice of the human resources strategy is also influenced by the choice of the competitive strategy. Employees are the most important link in the chain of implementation of the competitive strategy of the organization. The human resources and the human resources management are therefore in every aspect of the organizational performance.
人力資源戰略的選擇也受競爭戰略的選擇影響。員工是組織競爭戰略實施鏈條中最重要的環節。因此，人力資源和人力資源管理是組織績效的各個方面。
Literature Review 文獻綜述
Human Resources Management is the management of the human resources of the organization. The earlier avatar of human resources management was personnel management. But the nomenclature was changed to human resources management when it was realized that the employees are one of the most important resources of any organization.
人力資源管理是對組織人力資源的管理。人力資源管理的早期化身是人事管理。但當人們意識到員工是任何組織最重要的資源之一時，術語就改為人力資源管理。
Another definition of human resources management defines it as a set of processes that employ people, develop their capacities and manages them so that they are able to fulfill the requirements of the job and the organization.
人力資源管理的另一個定義是，人力資源管理是一套雇用人員、發展他們的能力并對他們進行管理的過程，以便他們能夠滿足工作和組織的要求。
There is a link between human resources management and the organizational performance. This gives a strategic twist to the role that human resources management plays in organizations. It is not limited to transactional role.
人力資源管理與組織績效之間存在聯系。這給人力資源管理在組織中所起的作用帶來了戰略轉折。它不僅限于事務角色。
The objective of any transactional function is to be as efficient as possible i.e. they aim for lowest costs. On the other hand a strategic function also aims to be effective. Effectiveness means doing the right things.
任何交易職能的目標都是盡可能高效，即以最低成本為目標。另一方面，戰略職能也旨在有效。有效性意味著做正確的事情。
An effective human resources management is one that is able to contribute positively to the organizational performance. An effective human resources management influences the performance of the organization on all the parameters of its balanced scorecard [Becker, B. and Gerhart, B. (1996)].
有效的人力資源管理是能夠對組織績效作出積極貢獻的管理。有效的人力資源管理會在平衡計分卡的所有參數上影響組織的績效。
The strategic human resources management plays an important role in boosting the productivity of the employees. This enhanced productivity of employees is translated into enhanced organizational productivity which results in greater shareholder wealth and more stakeholder value (Paauwe, 2009).
戰略性人力資源管理在提高員工生產力方面發揮著重要作用。員工生產力的提高轉化為組織生產力的提高，從而帶來更大的股東財富和更大的利益相關者價值。
Pfeffer (1994) says that there are seven best practices for achieving competitive advantage through people and building profits by putting people first. According to Pfeffer these seven practices are:
Pfeffer說，有七種最佳做法可以通過人員獲得競爭優勢，并通過以人為本來創造利潤。根據Pfeffer的說法，這七種做法是：
Providing employee security.為員工提供安全保障
Selective Hiring.選擇性雇傭
Training.培訓
Sharing of information.信息共享
Self-managed teams.自我管理團隊
High pay based on the organizational performance.基于組織績效的高薪
Reduction of status differentials.減少地位差異
If the human resources management of the organization follows the above seven best practices, it will become a source of competitive advantage for the organization [ Pfeffer, 1994]. Pfeffer approach is the best practice approach to strategic management.
Organizational performance will be improved if there is a close vertical fit between the human resources management practices and the strategy of the company. This is the best fit approach to human resources management.
如果組織的人力資源管理遵循上述七種最佳做法，它將成為組織競爭優勢的來源。Pfeffer方法是戰略管理的最佳實踐方法。如果人力資源管理實踐與公司戰略之間存在緊密的縱向匹配，組織績效將得到提高。這是人力資源管理的最佳方法。
The lifecycle approaches to human resources management propound that HR practices, policies and processes can be mapped onto the stage of an organization’s development or lifecycle (Kochan & Barocci, 1985).
人力資源管理的生命周期方法表明，人力資源實踐、政策和流程可以映射到組織的發展或生命周期階段。
Different human resources management strategies suit different stages of the organizational lifecycle. A growing organization needs a different human resources strategy from an organization that has matured (Storey, 2007).
不同的人力資源管理戰略適用于組織生命周期的不同階段。成長中的組織需要不同于成熟組織的人力資源戰略。
Different competitive strategies also require different human resources strategy. There should be a ‘best fit’ between the competitive strategy and human resources strategy of the organization (Paauwe, 2009).
不同的競爭戰略也需要不同的人力資源戰略。組織的競爭戰略和人力資源戰略之間應該“最佳匹配”。
The configurational theory argues for an approach that involves a close examination of the organization’s strategy so as to determine the appropriate human resources strategy for the organization. (Delery & Doty, 1996)
配置理論主張一種方法，它涉及對組織戰略的仔細審查，以便為組織確定適當的人力資源戰略。
The human resources strategy is drawn from the strategy of the organization. This forms the crux of strategic human resources management. The Resource Based View (RBV) considers human resources as the internal resources of the organization.
人力資源戰略來源于組織的戰略。這是戰略人力資源管理的關鍵?；谫Y源的視圖（RBV）將人力資源視為組織的內部資源。
The human resources can be used to create a sustainable competitive advantage for the organization that is difficult to imitate by the competitors. The human resources management plays the pivotal role in the management of the human resources of the organization.
The objective of human resources management in every organization is to attract and retain the best employees so that the organization can be effective in achieving its objectives. Dave Ulrich (1996) defines human resources management in terms of its four dimensions.
The four dimensions of human resources management, according to Ulrich are: change management, employee champion, administration and strategic business partner. It is in the role of strategic business partner that human resources makes the greatest contribution to the organizational effectiveness.
人力資源可以用來為組織創造競爭對手難以模仿的可持續競爭優勢。人力資源管理在組織人力資源管理中起著舉足輕重的作用。每個組織的人力資源管理目標都是吸引和留住最好的員工，以便組織能夠有效地實現其目標。Dave Ulrich（1996）從四個維度定義了人力資源管理。烏爾里奇認為，人力資源管理的四個維度是：變革管理、員工擁護者、管理和戰略商業伙伴。正是在戰略業務伙伴的作用下，人力資源對組織效能的貢獻最大。
The human resources management of an organization will be considered to be effective if it enables an organization to perform well on all the four parameters of the balanced scorecard. These parameters of the balanced scorecard are:
如果一個組織能夠在平衡計分卡的所有四個參數上表現良好，那么該組織的人力資源管理將被視為有效。平衡計分卡的這些參數是：
The customer perspective.客戶視角
The employee perspective.員工視角
The financial perspective.財務角度
Internal processes perspective.內部流程視角
The human resources management directly and indirectly influences all the above four parameters of an organization’s performance. An organization cannot sustain in the long run if it fails to perform on all of the above parameters.
人力資源管理直接和間接地影響組織績效的上述四個參數。如果一個組織未能實現上述所有參數，那么它就無法長期維持。
An effective human resources management plays a proactive role rather than a reactive one. The human resources management strategy also varies with the sector of the organization. The human resources management strategy of an organization like Marks & Spencer that operates in the retail sector may vary from the human resources management strategy of an organization like Boeing that operates in the aviation sector.
有效的人力資源管理發揮著積極的作用，而不是被動的作用。人力資源管理戰略也因組織部門而異。馬莎百貨等零售行業組織的人力資源管理戰略可能與波音等航空行業組織的人才資源管理戰略有所不同。
The human resources strategy of the organization plays a critical role in the success or failure of any organization. Most successful corporations, like Google, have effectively used human resources management to create value.
組織的人力資源戰略對任何組織的成敗都起著至關重要的作用。大多數成功的公司，如谷歌，都有效地利用人力資源管理來創造價值。
Before deciding on the human resources strategy of an organization, a detailed industry analysis should be done. This industry analysis can be done using models like Porter’s five forces model.
在決定組織的人力資源戰略之前，應該進行詳細的行業分析?？梢允褂貌ㄌ氐奈宸N力量模型等模型進行行業分析。
Effective human resources management collaborates with the other functions like finance and marketing to enhance the overall performance of the organization. Human resources management should not operate in isolation.
有效的人力資源管理與財務和營銷等其他職能部門協作，以提高組織的整體績效。人力資源管理不應孤立運作。
The successful implementation of the human resources strategy of the organization is dependent on many other factors like the size of the organization, the nature of the industry, nature of the industry and the organizational culture.
組織人力資源戰略的成功實施取決于許多其他因素，如組織規模、行業性質、行業性質和組織文化。
The efficiency and effectiveness of human resources management is critical for the success of an organization like Marks & Spencer that operates in a highly competitive environment.
人力資源管理的效率和有效性對于像馬莎百貨這樣在高度競爭環境中運營的組織的成功至關重要。
The retail sector is one where the differentiation between the different competitors is little or null. Employees play a very important role because they act as the point of interface of the company with the customers. They also implement the strategies of the organization.
零售業是一個不同競爭對手之間的差異很小或為零的行業。員工扮演著非常重要的角色，因為他們是公司與客戶的接口點。他們還執行組織的戰略。
Research Methodology 研究方法
The main objective if this dissertation is to determine the effectiveness of human resources management at Marks & Spencer. The research will investigate into the following questions:
本文的主要目的是確定瑪莎百貨人力資源管理的有效性。本研究將調查以下問題：
The degree of effectiveness of the human resources management at Marks & Spencer.
To what extent does human resources management at Marks & Spencer influence the performance of the company on all the parameters (customer, employees, financial, internal processes) of its balanced scorecard.
To what extent is the human resources management strategic in approach?
What are the predominant human resources strategies at Marks & Spencer?
Is Human resources management contributing to the competitive advantage of Marks & Spencer?
The research methodology will use both primary research and secondary research. Primary research uses first hand primary sources of information. The primary research is original in nature. The main advantages of primary research are:
Primary research is often more valid than secondary research since it is tailored for the purposes of the research.
Primary research can throw up really new and potent insights.
瑪莎百貨人力資源管理的有效程度。
瑪莎百貨的人力資源管理在多大程度上影響公司平衡計分卡所有參數（客戶、員工、財務、內部流程）的績效。
人力資源管理在多大程度上具有戰略意義？
瑪莎百貨的主要人力資源戰略是什么？
人力資源管理是否有助于瑪莎百貨的競爭優勢？
研究方法將使用初級研究和二級研究。初級研究使用第一手的主要信息來源。初步研究具有原創性。
初級研究的主要優勢是：
初級研究通常比二級研究更有效，因為它是為研究目的量身定制的。
初級研究可以提出真正新的、有力的見解。
The main disadvantages of primary research are:
It requires a lot of resources.
It is very time-consuming.
Primary research is often difficult to conduct as primary sources are difficult to find.
Secondary research uses secondary sources of data and information. Secondary sources are those that already exist. Examples of secondary sources are internet, journals, government agencies’ publications etc.
The main advantages of secondary research are:
There are large numbers of sources of secondary research available on the internet and relevant publications.
It is easier to conduct and does not require too many resources.
初級研究的主要缺點是：
它需要很多資源。
這是非常耗時的。
初級研究往往很難進行，因為初級來源很難找到。
二級研究使用二級數據和信息來源。次要來源是已經存在的來源。次要來源包括互聯網、期刊、政府機構出版物等。
二次研究的主要優勢是：
互聯網和相關出版物上有大量的二級研究來源。
它更容易實施，不需要太多資源。
The main disadvantages of secondary research are:
Information collected from secondary sources may often be not relevant or valid for the objectives of the research.
It lacks originality.
二次研究的主要缺點是：
從次要來源收集的信息可能與研究目標不相關或無效。
它缺乏獨創性。
This research will be predominantly qualitative in nature. The qualitative research will be supplemented by simple quantitative research using simple statistical models.
這項研究主要是定性研究。定性研究將由使用簡單統計模型的簡單定量研究加以補充。
Research Methods 研究方法
Primary research will involve interviewing the employees of the stores of Marks & Spencer. These interviews will prove to be a source of great insight in understanding the employees’ perspective of Marks & Spencer.
主要研究將涉及采訪瑪莎百貨商店的員工。這些訪談將證明是了解員工對瑪莎百貨的看法的一個重要來源。
The customers of the Marks & Spencer stores will be interviewed to determine their level of satisfaction and dissatisfaction with the service of Marks & Spencer. This will help in determining the impact of human resources management on customer satisfaction, customer loyalty etc.
將采訪瑪莎百貨商店的顧客，以確定他們對瑪莎百貨服務的滿意度和不滿意程度。這將有助于確定人力資源管理對客戶滿意度、客戶忠誠度等的影響。
The secondary research will be intensive and extensive. It will analyze the financial statements of Marks & Spencer and compare it with its rivals. The role that human resources management has played in the financial performance of Marks & Spencer will be determined through this.
二級研究將是密集和廣泛的。它將分析瑪莎百貨的財務報表，并與其競爭對手進行比較。人力資源管理在瑪莎百貨財務業績中所起的作用將通過此決定。
The secondary research will also focus on all the aspects of the human resources management at Marks & Spencer to determine its effectiveness.
二級研究還將關注瑪莎百貨人力資源管理的所有方面，以確定其有效性。
After the research is complete the data and information collected will be analyzed. Wherever quantitative analysis is required it will be done? Qualitative analysis will be as objective as possible.
研究完成后，將對收集的數據和信息進行分析。無論何時需要進行定量分析？定性分析應盡可能客觀。
The findings of the research will be based on the above analysis. The findings will be followed by conclusions and reflections. The conclusions will determine the degree of effectiveness of the human resources management at Marks & Spencer.
研究結果將基于上述分析。調查結果之后將得出結論和思考。這些結論將決定瑪莎百貨人力資源管理的有效程度。
The reflections will be the subjective opinion of the research scholar. It will recommend the ways in which the effectiveness of the human resources management can be enhanced so as to create more value for all the stakeholders of Marks & Spencer.
這些反思將是研究學者的主觀觀點。它將建議如何提高人力資源管理的有效性，以便為瑪莎百貨的所有利益相關者創造更多價值。
The research methodology will suffice in achieving the objectives of the research. The sample size for the purposes of the primary research will be 50. Secondary research will also include industry analysis of the retail industry. This will help in determining the position of Marks & Spencer vis-à-vis its competitors.
研究方法足以實現研究目標。主要研究的樣本量為50。次要研究還包括零售業的行業分析。這將有助于確定瑪莎百貨相對于競爭對手的地位。
The competitive strategy of Marks & Spencer will be linked to the human resources strategy to determine whether the choice of the human resources strategy is influenced by the choice of the competitive strategy of the organization.
瑪莎百貨的競爭戰略將與人力資源戰略相聯系，以確定人力資源戰略的選擇是否受組織競爭戰略的選擇的影響。
The research will be a valid one. A valid research is that which measures what it intended to words. In other words, a research is valid if it is able to achieve all its objectives. The research methodology will ensure the validity of this research.
這項研究將是有效的。一項有效的研究是測量它對單詞的意圖。換句話說，如果一項研究能夠實現其所有目標，那么它就是有效的。研究方法將確保本研究的有效性。
A reliable research is one which gives consistent results when repeated. Reliability is a measure of the credibility of the findings of the research. Intensive research and objective analysis will ensure the validity of this research.
一項可靠的研究是在重復時給出一致的結果?？煽啃允呛饬垦芯拷Y果可信度的指標。深入研究和客觀分析將確保本研究的有效性。
Suitability 適用性
My academic requirements, qualifications and my aptitude make me suitable for this research. The topic of the proposal will be of great practical use for my future roles. I have all the capabilities and resources that are needed for the successful completion of this research.
I have good knowledge of the subject of human resources management. This knowledge can be put to application during the course of this research. It will increase my understanding of the subject and bridge the gap between the theoretical and empirical.
The primary research will present the challenge and the opportunity to do some fulfilling field work. The secondary research will throw up fresh perspectives, new ideas and new insights on the subject of human resources management.
I have always felt that organizations and there human resources management strategies still do not give due importance to the employees as an invaluable source of competitive advantage for the organization. This research will enable me to see if an organization like Marks & Spencer actually has human resources management strategies that are effective in harnessing this very valuable resource.
我的學術要求、資歷和才能使我適合這項研究。提案的主題對于我未來的角色將有很大的實用價值。我擁有成功完成這項研究所需的所有能力和資源。
我對人力資源管理這門學科很了解。這一知識可以在研究過程中加以應用。它將增加我對這個主題的理解，并彌合理論和實證之間的差距。
初步研究將提出挑戰和機會，以開展一些有意義的實地工作。二次研究將對人力資源管理這一主題提出新的觀點、新的想法和新的見解。
我一直認為，組織和那里的人力資源管理戰略仍然沒有把員工作為組織競爭優勢的寶貴來源給予應有的重視。這項研究將使我能夠了解像馬莎百貨這樣的組織是否真的有人力資源管理戰略，能夠有效地利用這一非常寶貴的資源。
Ethics 行為準則
Plagiarism is against the values of the research scholar. It will be totally shunned in this dissertation. The extracts from the works of other researchers and writers on the subject have been used only in the literature review section.
Wherever they will be used they will be extensively referenced. The subjects used in the primary research will be informed about the objectives of their research. Their participation in the primary research will have no harmful affect on them. The whole research process will be ethical and transparent.
References 參考文獻
Becker, B. and Gerhart, B. (1996) ,’The impact of human resource management on organisational performance’, Academy of Management Journal 39 (4) 779-801
Delery, J. and Doty, H. (1996) ,’Modes of theorizing in SHRM’ ,Academy of Management Journal, 39(4), 802-835
Kochan, T. and Barocci, T. (1985) ,Human Resource Management and Industrial Relations, LittleBrown
Paauwe, J. (2009) ,HRM and Performance: Achievement, Methodological Issues and Prospects’,Journal of Management Studies, 46 (1)
Pfeffer, J. (1994), Competitive advantage through people, Harvard Business School Press
Prahalad, C. and Hamel, G. (1990) ‘The core competences of the organisation’ Harvard Business Review
Storey, J. (2007) “What is strategic HRM?” Human Resource Management: A Critical Text, Thompson
Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press.
Proposal在行為準則中提出剽竊違背了研究學者的價值觀。本篇Dissertation Proposal將完全回避這一點。其他研究人員和作家關于該主題的作品摘錄僅用于文獻綜述部分。無論在哪里使用，都會廣泛引用。初級研究中使用的受試者將了解其研究目標。他們參與初步研究不會對他們產生有害影響。整個研究過程將是合乎道德和透明的。
本站提供各國各專業Proposal代寫或指導服務，如有需要可咨詢本平臺。
