 An Investigation of the Role and Contribution of the Human Resources Department at Solution 6 Limited (2006) Ref: hrman0001 23,000 words – 124 pages in length 14,000 words – 95 pages in length Excellent use of literature Excellent analysis Outstanding piece of work The development of the Human Resources (HR) function in organisations has been immense; however there are still individuals who perceive the department in traditional and historical terms. Previously, HR was well known to be as an ‘administrative’ domain; however research is continuously developing to indicate the function’s strategic involvement in the business. Therefore, this research investigates the contribution and role of the HR function at Solution 6 Ltd, from the perspectives of the Senior Management, HR managers and the Employees. The company used in this research project is a world-leading supplier of software and services to professional services firms and their clients, and their HR department in the UK consists of 4 employees who deal with the European offices in addition. The research question was answered via the use of qualitative and quantitative methods. Two senior managers and two HR managers were interviewed, and the employees were asked to complete a questionnaire. Questionnaires were returned over a period of 5 weeks, in which 50 employees had completed it. A likert scale approach was used in order to measure the strength of each statement, in order to be able to provide statistical data as evidence, as it was part of one of the objectives. At the Solution 6, the research evidence reveals that while employees and senior managers consider the HR function to be an important part of an organisation, managers in return only valued the department when it is not involved strategically in the company’s decisions. Moreover, employees were in more frequent use with HR services, and managers would occasionally use the department for what they consider as ‘admin’ purposes only. However, statistical data revealed that 31 employees out of the 50 who completed the questionnaire, still considered HR function to act the role of ‘administration’. Of an organisation of the size of Solution 6, it was astonishing to find that senior managers still perceived the HR function in traditional terms. Their insight lacked in understanding that people are the main source of competitive advantage in an organisation and only HR will be able to provide such means, as HR is the backbone of any organisation. 1: INTRODUCTION Research Problem Research Objectives Company Background Structure Of The Report 2: LITERATURE REVIEW History Of HR Function Of HR Best Practices Models Of HR Contingency Models Of HR Multi-Stakeholders Perspective Resource-Based Perspective Of The Link Between HRM & Organisational Performance The Research Evidence Summary 3: PRIMARY RESEARCH Research Problem Research Methodology Setting Approach Participants Procedure Research Design Design Of The Interview Questions Design Of The Employee Questionnaire Access To Solution 6 Ethical Issues The Data Limitations Interviews Questionnaires Future Recommendations 4: RESULTS Interview Results Results From HR Interviews Results From Senior Management Interviews Questionnaire Results Personal Opinion Of HR HR Practices Usage Of HR Effectiveness Of HR Likert Scale Rating 5: ANALYSIS OF RESULTS Personal Opinion Of HR The HR Practices Usage Of HR Strategic Involvement Of HR Strength/Effectiveness Of HR Weakness Of HR Discussion Summary Of Results 6: CONCLUSION Overview Objectives Future Recommendations REFERENCES BIBLIOGRAPHY APPENDICES 
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