Siinviidatu pretendeerib paljude uurimistöö metoodikaid, inimestejuhtimist ja ühiskondliku käitumise tähendust puudutavate kursuste seminaritekstiks. Siiski, artikkel võiks pakkuda mõndagi ka neile, kelle igapäevane lugemisfookus on teistel žanridel. Siin tasub veidi aega varuda, kuid nauding värsketest teadmistest peaks korvama võimaliku täiendava ajakulu.

Kontekstiks:

“HRM focuses on the organizational perspective and performances, and extends its boundaries by adopting cross-functional approaches in strategic HRM, cross-cultural practices, political influences and IHRM (International HRM) (Ferris et al., 1999; Hoobler and Johnson, 2004; Bonache and Festing, 2020).” (Mhatre and Mehta, 2022, p. 1)

Inimestejuhtimise roll: Ulrichi mudel

“According to the Ulrich model, functions of the HRM include strategic partner, change agent, employee champion and administrative expert. Strategic partner in HRM deals with the alignment of HR activities with the global research strategies of the organization. Change agent deals with organizational change in the area of human capital. Administrative expert handles the various administrative work related to HRM, for example, introducing paperless policies. Employee champion is responsible for ensuring an employee-friendly environment, well-being, work satisfaction and care among employees.” (Mhatre and Mehta, 2022, p. 1)

Vajadus teatud uurimismeetodi järele:

“Several management phenomena (Anosike et al.,2012), including HRM, remained unexamined and required in-depth analyses of how employees experience and attach meaning in their day-to-day work-life. A rigorous, in-depth inquiry and methodology is required to understand and capture the essence or interpret the meaning attributed to the lived experiences of the phenomenon. Thus, the practice of an interpretivist research approach is required to explore and focus on the employee’s everyday life experiences.” (Mhatre and Mehta, 2022, p. 2)

Interpretivism ja fenomenoloogia:

“Interpretivist paradigm declines “any eternal, single universal truth and instead believes in multiple truth to reality” (Rehman and Alharthi, 2016; Guba and Lincoln, 2005, p. 204). Interpretivist looks at the world through intentionality rather than causality (Packard, 2017). The interpretivist research paradigm is based on phenomenology (Bonache and Festing, 2020; Sandberg, 2005).” (Mhatre and Mehta, 2022, p. 2)

Fenomenoloogia võimalused:

“Phenomenology as a methodology has the potential to understand the various phenomena in the field of HRM. Phenomenology deals with the study of the lived experiences of human beings to uncover the meaning attached to their day-to-day life. As a methodology, it explicates an innermost understanding of phenomenon based on knowledge by investigating the lived experiences of participants through systematic analysis.” (Mhatre and Mehta, 2022, p. 2)

Uurimisküsimus:

“What is the scope of the phenomenological approaches in HRM?” (Mhatre and Mehta, 2022, p. 3)

Fenomenoloogia tuum:

“Thus, phenomenological research derives an in-depth understanding of the meaning of a phenomenon, i.e. what does this phenomenon mean to the participant (self). It is unrelated to the external knowledge, which is based on the logic of generalizing the observation and measurable data (Van Manen, 2014).” (Mhatre and Mehta, 2022, p. 4)

Analüüsipõhimõtted:

“The theoretical underpinning of interpretative phenomenological analysis (IPA) was laid by Jonathan Smith (Smith et al., 2009). IPA’s primary focus is on a detailed study of experiences of participants and how they make sense of their private and social worlds (Smith and Osborn, 2008; Shinebourne, 2011).” (Mhatre and Mehta, 2022, p. 8)

Lugemishuvi suurendamiseks:

“Phenomenology serves as a methodology and philosophy. It deals with the discovery of the existing, which is often left unseen in our everyday life. To this end, this article provides the usefulness of employing phenomenological approaches to explore many significant phenomena in the field of HRM. The HRM domain focuses on managing the people in local and multinational contexts to deal with several complex phenomena.” (Mhatre and Mehta, 2022, p. 15)

Mhatre, S. G., & Mehta, N. K. (2022). Review of phenomenological approaches and its scope in human resource management. Journal of Organizational Effectiveness: People and Performance, 1–20. https://doi.org/10.1108/JOEPP-12-2021-0354