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Data Collection Practice
Data Collection Practice
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Data Collection Practice
Data Collection Procedure
Primary data gathering would be the most suitable data collection method in the given case. It indicates that the manager must carry out a survey to acquire firsthand information concerning the customers’ preferences. Questionnaires will be used for data collection to obtain valid responses free from presumptions. Questionnaire forms will be distributed among organization customers with experience with can containers and bottles. Customers will be requested to complete the questionnaires and submit them to the department store within two weeks. The questionnaire will contain questions concerning their preferred options between the two.
The Level of Data Measurement
Nominal measurement is the most applicable data measurement level. This is because the employed data can be divided into two categories, thus, making it possible to classify it in the questionnaire. Matthews (2017) reveals that nominal data must be exhaustive and mutually exclusive. This implies that a researcher must be able to categorize the case appropriately, and each case can only be classified into a single category. Participants will be required to fill the information in a “no” or “yes” category. Also, the classification may take the form of “0” or “1,” where 0 will indicate that they prefer the can containers while 1 will indicate that they prefer drinking from bottles. Usually, nominal data measurement level allows researchers to assign values to variables so as to organize them into groups in a data set (Matthews, 2017)
The Nature of the Data
The collected data will be qualitative in nature. This is because the collected data will fall into categories, and categorical data is qualitative.
References
Matthews, N. L. (2017). Measurement, levels of. The International Encyclopedia of Communication Research Methods, 1-7.
Components of Information Literacy
Information Literacy
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Components of Information Literacy
The word “information literacy” defines a set of skills that help a person obtain, assess, and use information. Information literacy has five components, which include: Identity, find, evaluate, apply, and acknowledge sources of information. It’s a long-life learning process whereby something commencing before you reach college and evolving as you grow. Whereas all skills are individually significant, comprehending how they fit together is essential to growing into an information literate individual.
Information literacy is a set of abilities that are useful for a lifetime. It assists me in doing so well in personal matters, school, and work since I can distinguish the difference between bad information and good information and also evaluate the state of affairs from different perspectives. Each person requires to recognize how to get solutions to their queries, despite what they may be. By understanding information literacy, I can solve nearly any problem with accuracy and precision. Each of these components has been essential in promoting problem-solving methods and thinking skills. Nowadays, employers are on the lookout for individuals who comprehend and can adapt to the physiognomies of the Information Age (Lombard, 2016). If a learner has “studied how to study,” upon graduation, they become more attracted to employment candidates. An information literate person with their critical thinking, strong analytical and problem-solving abilities can be predictable to be a capable, valuable, and adaptable employee, with so much to give in an organization or workplace.
From the TATIL exam report, I felt very engaged when the results supposed that I ‘got the custom of challenging my individual assumptions.’ I was surprised because that was something I do, and the exam was able to detect it. The exam was helpful by making me reason concerning the use of various sources.
According to me information literacy entails seeking knowledge from different sources. Information literacy is something that all students ought to learn to do research effectually, and it’s a predominant part of higher learning. Students with an understanding of information literacy are well prepared to get the information they require for any task or decision in life. In quintessence, students learn how to learn, which makes them superior (Seifi et al., 2020).
The skill to apply information skills efficiently to discover and manage information and the skill to analytically assess and morally use that info to resolve an issue are several of the benefits of information literacy to an individual. Other features of an information literate person include persistence to realize what is essential to get the job done and the inquiry spirit. These concepts apply to professional life.
Reference
Lombard, E. (2016). Information fluency: not information literacy 2.0. The Journal of Academic Librarianship, 42(3), 281-283.
https://doi.org/10.1016/j.acalib.2016.04.006
Seifi, L., Habibi, M., & Ayati, M. (2020). The effect of information literacy instruction on lifelong learning readiness. IFLA Journal, 0340035220931879
https://doi.org/10.1177%2F0340035220931879
Data Collection Method in Strategic human resource management practices
Data Collection Method in Strategic human resource management practicesName
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Strategic human resource management practices: effect on performance is an article authored by Beatrice Akong’o Demba that attempts to establish the relationship between Strategic human resource management and performance of an organization. The study involves distinct independent variables which include specific practices that are regarded as some of the human resource management strategies. Training and development as well as compensation systems are some of the practices that are found to be boosting performance of an organization. Performance of an organization are considered to be elements such as attributable image, interpersonal relations and product quality and this study included information from 50 large manufacturing companies in Kenya (Dimba, 2010).
Methodology used in this study included both surveys and interviews to analyze the relationship between SHRM acts and performance of an organization. Survey was a very important approach since it provided a wide based information and deep understanding. Questionnaires used in this study play an integral part in obtaining specific information regarding particular objectives of the study. The questionnaires are also developed by Huselid’s which contain measures of for SHRM practices (Dimba, 2010).
The Huselid’s instruments further include motivation and performance of the organizations and their own employees thus providing a good standard for measuring and relating strategies of an organization and her performance. There was scale provided to measure the human resource practices of firms which include recruitment and selection, training and development, participation and rewards. This was very significant in the efficiency of the study. The researchers would therefore get primary opinions and information which are closely related to the practices involved on the questionnaires (Dimba, 2010).
Cross sectional survey was indeed recommendable in determining some particular parameters from different respondents who were from the specific large manufacturing firms. Cross sectional survey is unbiased and would therefore help in providing impartial information that would help achieving the goal of the study (Dimba, 2010). Survey was done in a balanced way because it involved senior human resource managers and other employees from different functional areas hence excluding any form of impartial element. Other employees who are not participants in setting strategy of the human resource are always affected by the strategies and would therefore give their own interpretation and opinions regarding the strategies. Additionally, the researcher used the survey responses to select a sample that would be interviewed further regarding their response (Dimba, 2010).
Six of the 27 companies that responded to the surveys were randomly selected for interviews to strengthen the achievement of objectives of the study. Survey was really appropriate for the researcher because data was to be obtained from different employees in various geographical locations. Survey was also appropriate because it is cheaper while dealing with a large number of individuals making it the best research method for organizational research. It is also easy to use such kind of data collected from survey to do tabulation and present data accordingly (Dimba, 2010).
Evaluating and analyzing an organization through survey as a data collection method is very efficient. An interview used by the researcher was also vital in proving some of the respondents’ response and was therefore the best method of collecting rich and qualitative data. The researcher had an opportunity of understanding the human resource strategies as well as their relationship with the organization’s performance.
Reference
Dimba, B. (2010). Strategic human resource management practices: Effect on performance. African Journal of Economic and Management Studies, 1(2), 128-137. doi:http://dx.doi.org/10.1108/20400701011073455