英语论文网

摘要：社区发展部门、文化部门和性别部门是人力资源部门的基本部门，负责员工的绩效管理、培训和其他功能，保证部门遵守各种规章制度。本文作为一篇英国留学生论文，通过国家社区发展的特点，探索其发展的前景和社会中的作用。 1.2.1人力资源的使命声明 “社区发展、文化和性别事务的人力资源部门关注人力资源与战略目标、经营计划，目的是为了提高企业绩效，发展促进创新和灵活性的组织文化。”

This will involve face-to-face meetings between the researcher and the interviewee. A total of three interviews will be held with the following officers: the Senior Human Resource Officer, the Accountant I, and the Performance Management Schedule Clerk III. These three persons were selected as three persons responsible for executing the performance management system in the Ministry.

The procedures used to conducting these interviews were as follows:

Construction of draft questions

Vetting of draft for accuracy and suitability

Confirm appointments with interviewees

Meet with interviews by appointments

Deliver questions through conversations and record responses>/

Analysis of data

Documentation of final analysis in a report form

3.2.2 Questionnaires

This research tool will consist of a series of questions based on the objectives of and theoretical contents of this research, for the purpose of gathering information from employees of the ministry to gain an understanding from them of what have or have not been effective in relation to the aim and objectives of this research. It is chosen to help participants to give frank and honest answers.

The procedures are follows for drafting questionnaires:

Construction of draft questions

Vetting of draft for accuracy and suitability

Pilot testing on a small randomly selected sample size

Determination of sample size and composition

Distribution of questionnaires

Collection of questionnaires

Analysis of data collected

The questionnaires will be constructed using the a-point likert scale to permit participants to give more perceptive replies and to state if they have no opinion by providing them with some form of rating scale. It is simple for the respondent to complete and simple for the researcher to code and analyse.

3.2.3 Sample Size

The sample size refers to a sub-set of a population and should represent the main interest of the study (Collis and Hussey, 2003). Out of a total population of two hundred and fifteen (215) employees, ninety (90) employees will be selected for the sample size, which represents forty-seven (42%) of the total population. This number was chosen to represent the number of employees currently located in the Head Office.

The sample size consisted of a mixture of employees from every department within the Head Office in terms of gender, age and positions to allow precision in responses. This sample size is consistent with Collis and Hussey's (2003) phenomenological paradigm. Smaller sample sizes have greater chances of error associated with them. Therefore, choosing an appropriate sample size is an obvious strategy for increasing statistical power.

3.3 SUMMARY

This chapter provided a theoretical foundation about the research approach and elaborated on the research methodology, the sample, and the data gathering instrument and how it was used.

4.0 INTRODUCTION