Proposal代写范文：Human Resources Management in Marks and Spencer | Research
Proposal代写范文：玛莎百货公司的人力资源管理研究。玛莎百货是英国领先的零售商之一。本文是一篇留学生Dissertation Proposal写作范文，主要内容是讲述每周约有2100万人访问他们的商店。他们在全球经营895家店铺。其中600家在英国，295家在英国以外的国家经营。第一家玛莎百货商店于1894年在曼彻斯特Cheetham Hill Road开业。Proposal介绍该公司由迈克尔·马克斯和托马斯·斯宾塞合伙成立。马克是波兰的利特瓦克犹太人，斯宾塞是约克郡的出纳员。玛莎百货是英国最大的服装零售商。它也是一家高档食品零售商。它是世界上第43大零售商。现在，玛莎百货已涉足家居用品、家具和科技领域。下面就一起来参考这篇留学生Dissertation Proposal写作格式范文的全部内容。
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，玛莎百货公布税前利润为10亿英镑。这是英国零售商第一次能够做到这一点。玛莎百货在伦敦证券交易所上市。
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世纪初以来，玛莎百货一直在努力扭转局面。在过去五年中，该公司实现了巨额利润。2008年，《时代》杂志将玛莎百货排在前100名毕业生雇主名单的第17位。玛莎百货坚信客户永远是正确的。玛莎百货的大多数门店还提供一些招待服务，如玛莎咖啡馆和浓缩咖啡吧。
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.
经济危机后，玛莎百货重新将重点放在削减成本和提高效率上。作为成本削减措施的一部分，该公司于2009年初关闭了许多无利可图的店铺，如里邦和巴勒姆的店铺。
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.
人力资源管理在实现这种成本效益方面发挥着重要作用。金融危机后，玛莎百货许多发达市场的消费者变得谨慎了。储蓄增加了，奢侈、鲁莽的消费似乎已成为过去。在这种情况下，零售商的目标是获得更大的客户消费份额。
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.
英国是马莎百货的国内和最重要的市场，受到经济衰退的严重打击。英国经济仍未走出衰退的阵痛。
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?
本文将研究玛莎百货公司人力资源管理的有效性。玛莎百货的人力资源管理如何帮助实现组织目标？
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?
人力资源管理如何为组织的利益相关者创造价值？玛莎百货的人力资源管理是否实现了人力资源职能的目标？
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.
玛莎百货的人力资源管理是否遵循人力资源管理的战略方法？本文将深入探讨人力资源管理在玛莎百货公司中的作用。
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.
在竞争激烈和充满活力的零售业中，员工作为人力资源的重要性显著增加。员工充当公司与客户之间的接口。如果他们不能满足客户，那么组织将无法利用客户的终身价值。
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.
像玛莎百货这样的组织的人力资源管理战略是一个学术研究的有趣课题。从实证角度来看，这一主题非常重要。组织的人力资源管理职能正在发生变化。它正从一种交易功能演变为一种战略功能。
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:
我选择这个话题的个人原因是，我想了解人力资源管理在零售组织中扮演的角色。只有能够实现其目标，这样一个组织的人力资源管理才会有效。本研究的主要目标是确定玛莎百货人力资源管理的有效程度。本研究将通过调查以下问题来实现这一目标：
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? 玛莎百货的人力资源管理在多大程度上帮助公司在平衡计分卡的所有参数上表现良好？
Q2) Does the human resources management at Marks & Spencer strategic in its approach? 玛莎百货的人力资源管理方法是否具有战略性？
Q3) Has Marks & Spencer succeeded in transforming its human resources management into a source of competitive advantage? 玛莎百货是否成功地将其人力资源管理转变为竞争优势的来源？
Q4) What are the strategies that the organization predominantly uses in its human resources management? 组织在人力资源管理中主要使用哪些战略？
Q5) How effective has been the human resources management at Marks & Spencer in creating value for all the stakeholders of the organization? 玛莎百货的人力资源管理在为组织的所有利益相关者创造价值方面有多有效？
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.
通过以上问题，本文将努力实现研究目标。如果玛莎百货的人力资源管理对实现组织目标做出了重大积极贡献，则该管理将被视为有效。
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.
只有人力资源管理部门能够为马莎百货的利益相关者价值创造过程做出贡献，才能做到这一点。玛莎百货的主要利益相关者是：客户、员工、股东、供应商、社区和国家。
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.
零售业的人力资源管理可以成为急需的竞争优势的来源。人力资源管理战略也需要根据组织的营销战略进行调整。
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.
人力资源战略的选择也受竞争战略的选择影响。员工是组织竞争战略实施链条中最重要的环节。因此，人力资源和人力资源管理是组织绩效的各个方面。
Literature Review 文献综述
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.
人力资源管理是对组织人力资源的管理。人力资源管理的早期化身是人事管理。但当人们意识到员工是任何组织最重要的资源之一时，术语就改为人力资源管理。
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.
人力资源管理的另一个定义是，人力资源管理是一套雇用人员、发展他们的能力并对他们进行管理的过程，以便他们能够满足工作和组织的要求。
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.
人力资源管理与组织绩效之间存在联系。这给人力资源管理在组织中所起的作用带来了战略转折。它不仅限于事务角色。
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.
任何交易职能的目标都是尽可能高效，即以最低成本为目标。另一方面，战略职能也旨在有效。有效性意味着做正确的事情。
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)].
有效的人力资源管理是能够对组织绩效作出积极贡献的管理。有效的人力资源管理会在平衡计分卡的所有参数上影响组织的绩效。
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).
战略性人力资源管理在提高员工生产力方面发挥着重要作用。员工生产力的提高转化为组织生产力的提高，从而带来更大的股东财富和更大的利益相关者价值。
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说，有七种最佳做法可以通过人员获得竞争优势，并通过以人为本来创造利润。根据Pfeffer的说法，这七种做法是：
Providing employee security.为员工提供安全保障
Selective Hiring.选择性雇佣
Training.培训
Sharing of information.信息共享
Self-managed teams.自我管理团队
High pay based on the organizational performance.基于组织绩效的高薪
Reduction of status differentials.减少地位差异
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.
如果组织的人力资源管理遵循上述七种最佳做法，它将成为组织竞争优势的来源。Pfeffer方法是战略管理的最佳实践方法。如果人力资源管理实践与公司战略之间存在紧密的纵向匹配，组织绩效将得到提高。这是人力资源管理的最佳方法。
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).
人力资源管理的生命周期方法表明，人力资源实践、政策和流程可以映射到组织的发展或生命周期阶段。
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).
不同的人力资源管理战略适用于组织生命周期的不同阶段。成长中的组织需要不同于成熟组织的人力资源战略。
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).
不同的竞争战略也需要不同的人力资源战略。组织的竞争战略和人力资源战略之间应该“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)
配置理论主张一种方法，它涉及对组织战略的仔细审查，以便为组织确定适当的人力资源战略。
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.
人力资源战略来源于组织的战略。这是战略人力资源管理的关键。基于资源的视图（RBV）将人力资源视为组织的内部资源。
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.
人力资源可以用来为组织创造竞争对手难以模仿的可持续竞争优势。人力资源管理在组织人力资源管理中起着举足轻重的作用。每个组织的人力资源管理目标都是吸引和留住最好的员工，以便组织能够有效地实现其目标。Dave Ulrich（1996）从四个维度定义了人力资源管理。乌尔里奇认为，人力资源管理的四个维度是：变革管理、员工拥护者、管理和战略商业伙伴。正是在战略业务伙伴的作用下，人力资源对组织效能的贡献最大。
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:
如果一个组织能够在平衡计分卡的所有四个参数上表现良好，那么该组织的人力资源管理将被视为有效。平衡计分卡的这些参数是：
The customer perspective.客户视角
The employee perspective.员工视角
The financial perspective.财务角度
Internal processes perspective.内部流程视角
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.
人力资源管理直接和间接地影响组织绩效的上述四个参数。如果一个组织未能实现上述所有参数，那么它就无法长期维持。
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.
有效的人力资源管理发挥着积极的作用，而不是被动的作用。人力资源管理战略也因组织部门而异。马莎百货等零售行业组织的人力资源管理战略可能与波音等航空行业组织的人才资源管理战略有所不同。
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.
组织的人力资源战略对任何组织的成败都起着至关重要的作用。大多数成功的公司，如谷歌，都有效地利用人力资源管理来创造价值。
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.
在决定组织的人力资源战略之前，应该进行详细的行业分析。可以使用波特的五种力量模型等模型进行行业分析。
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.
有效的人力资源管理与财务和营销等其他职能部门协作，以提高组织的整体绩效。人力资源管理不应孤立运作。
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.
组织人力资源战略的成功实施取决于许多其他因素，如组织规模、行业性质、行业性质和组织文化。
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.
人力资源管理的效率和有效性对于像马莎百货这样在高度竞争环境中运营的组织的成功至关重要。
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.
零售业是一个不同竞争对手之间的差异很小或为零的行业。员工扮演着非常重要的角色，因为他们是公司与客户的接口点。他们还执行组织的战略。
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:
本文的主要目的是确定玛莎百货人力资源管理的有效性。本研究将调查以下问题：
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.
玛莎百货人力资源管理的有效程度。
玛莎百货的人力资源管理在多大程度上影响公司平衡计分卡所有参数（客户、员工、财务、内部流程）的绩效。
人力资源管理在多大程度上具有战略意义？
玛莎百货的主要人力资源战略是什么？
人力资源管理是否有助于玛莎百货的竞争优势？
研究方法将使用初级研究和二级研究。初级研究使用第一手的主要信息来源。初步研究具有原创性。
初级研究的主要优势是：
初级研究通常比二级研究更有效，因为它是为研究目的量身定制的。
初级研究可以提出真正新的、有力的见解。
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.
初级研究的主要缺点是：
它需要很多资源。
这是非常耗时的。
初级研究往往很难进行，因为初级来源很难找到。
二级研究使用二级数据和信息来源。次要来源是已经存在的来源。次要来源包括互联网、期刊、政府机构出版物等。
二次研究的主要优势是：
互联网和相关出版物上有大量的二级研究来源。
它更容易实施，不需要太多资源。
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.
二次研究的主要缺点是：
从次要来源收集的信息可能与研究目标不相关或无效。
它缺乏独创性。
This research will be predominantly qualitative in nature. The qualitative research will be supplemented by simple quantitative research using simple statistical models.
这项研究主要是定性研究。定性研究将由使用简单统计模型的简单定量研究加以补充。
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.
主要研究将涉及采访玛莎百货商店的员工。这些访谈将证明是了解员工对玛莎百货的看法的一个重要来源。
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.
将采访玛莎百货商店的顾客，以确定他们对玛莎百货服务的满意度和不满意程度。这将有助于确定人力资源管理对客户满意度、客户忠诚度等的影响。
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.
二级研究将是密集和广泛的。它将分析玛莎百货的财务报表，并与其竞争对手进行比较。人力资源管理在玛莎百货财务业绩中所起的作用将通过此决定。
The secondary research will also focus on all the aspects of the human resources management at Marks & Spencer to determine its effectiveness.
二级研究还将关注玛莎百货人力资源管理的所有方面，以确定其有效性。
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，将对收集的数据和信息进行分析。无论何时需要进行定量分析？定性分析应尽可能客观。
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.
研究结果将基于上述分析。调查结果之后将得出结论和思考。这些结论将决定玛莎百货人力资源管理的有效程度。
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.
这些反思将是研究学者的主观观点。它将建议如何提高人力资源管理的有效性，以便为玛莎百货的所有利益相关者创造更多价值。
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.
研究方法足以实现研究目标。主要研究的样本量为50。次要研究还包括零售业的行业分析。这将有助于确定玛莎百货相对于竞争对手的地位。
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.
玛莎百货的竞争战略将与人力资源战略相联系，以确定人力资源战略的选择是否受组织竞争战略的选择的影响。
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.
这项研究将是有效的。一项有效的研究是测量它对单词的意图。换句话说，如果一项研究能够实现其所有目标，那么它就是有效的。研究方法将确保本研究的有效性。
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.
一项可靠的研究是在重复时给出一致的结果。可靠性是衡量研究结果可信度的指标。深入研究和客观分析将确保本研究的有效性。
Suitability 适用性
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.
我的学术要求、资历和才能使我适合这项研究。提案的主题对于我未来的角色将有很大的实用价值。我拥有成功完成这项研究所需的所有能力和资源。
我对人力资源管理这门学科很了解。这一知识可以在研究过程中加以应用。它将增加我对这个主题的理解，并弥合理论和实证之间的差距。
初步研究将提出挑战和机会，以开展一些有意义的实地工作。二次研究将对人力资源管理这一主题提出新的观点、新的想法和新的见解。
我一直认为，组织和那里的人力资源管理战略仍然没有把员工作为组织竞争优势的宝贵来源给予应有的重视。这项研究将使我能够了解像马莎百货这样的组织是否真的有人力资源管理战略，能够有效地利用这一非常宝贵的资源。
Ethics 行为准则
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 参考文献
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在行为准则中提出剽窃违背了研究学者的价值观。本篇Dissertation Proposal将完全回避这一点。其他研究人员和作家关于该主题的作品摘录仅用于文献综述部分。无论在哪里使用，都会广泛引用。初级研究中使用的受试者将了解其研究目标。他们参与初步研究不会对他们产生有害影响。整个研究过程将是合乎道德和透明的。
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