The impact of the removal of DRA on the management of Human Resources Dissertation

The impact of the removal of DRA on the management of Human Resources in Organisations - Dissertation ExamplePresentation and description of information shall be done by complying results from core aspects of the questionnaire. The results shall be presented quantitatively by the use of tables and charts to organize data collected. After this, the researcher shall draw on the flow of information received in the data analysis to build three major themes in relation to the research problem. Finally, the researcher shall discuss and interpret data by grouping the data presented into three to correspond to the themes. The discussion and interpretation shall be done qualitatively by drawing subjective conclusions based on concerns and theories raised by miscellaneous authors and researchers in the literature review. 4.1 PRESENTATION AND DESCRIPTION OF DATA Based on the purpose of the study and research questions raised by the researcher, responses on six happen upon questions from the questionnaire have been presented and described in this section. Answers to these questions ar useful in find out factors that have accounted for the scraping of the DRA, the merits and de-merits that are likely to be associated with the scraping of the DRA, and measures that are needed to be put in place to ensure that the policy of scraping the DRA useful. 4.1.1 What is your level of favourence for universe served by older people time-worn 55-65 in organisations? The researcher sought to know how well respondents preferred the serviced of older people aged 55-65 in organisations. This question was to draw an inference on the gain of older people in organisations and find out their contribution to the development and daily running of various organisations. The table below presents respondents level of preference for be served by older people Table 4.1 Preference for being served by Older People Preference Level Number of Respondents Percentage Very a good deal preferred 3 15 Preferred 2 10 Not preferred 9 45 Not preferred at all 6 30 Total 20 100 From table 4.1, it can be seen that out of the twenty (20) respondents, 15% of them had a high level of preference for being served by older people. 10% of respondents preferred to be served by older people but did not esteem that so much. 45% of respondents did not prefer being served by older people whereas 30% did wished they were never served by older people. The respondents who were aged between 18 and 70 said their preferences were informed by factors as such as working experience, worker ethics and approachability. 4.1.2 Do you support the scraping of DRA? This component of the questionnaire was a build up to the question asked in 4.1.1. In simple terms, the researcher precious to find out from respondents whether or not they supported the policy of scraping the DRA to enable people to work in organisations till they themselves felt the need to drop. Out of the twenty (20) people who responded to the qu estionnaire, thirteen (13) of them answered No to the question whether or not the DRA should be scrapped. This means thirteen (13) respondents wanted employees to retire at age 65. Seven (7) respondents answered Yes meaning they wanted employees to work after age 65. Proportionally, If 20 respondents represent 360, 13 respondents = 7 x 360 20 = 234 representing No On the other hand If 20 respondents