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Secondary and Primary Data Critical Analysis

Secondary and Primary Data Critical Analysis

In many scenarios, secondary data differ with primary data (Hox & Boeije, 2005, p. 594). This paper seeks to address this phenomenon by using the case study of the data collected using both secondary and primary sources for determination of the role requirements for the human resource manager in the hotel business. This is a Student Sample ORDER YOUR PAPER NOW

 Patterns in Secondary and Primary Data

Between the two sources, the aspects of knowledge and skills show consistency. For example, on the aspect of knowledge required there is similarity for both secondary and primary. This is an indication that both secondary and primary sources can provide reliable data for carrying out the study.

Trends in Secondary and Primary Data

Human resource aspect being in the field of business is prone to frequent changes. The primary data seems to recognize the trends such as motivation skills and team player, unlike the secondary data. Therefore, it is evident that primary data is more reliable than secondary data.

Similarities                                            

Both types of data have provided relatively adequate information that can be used in the recruitment and selection of the human resource manager. For example, each aspect has some traits that are required for the job vacancy. For example, multitasking and handling several tasks at once, personal management skills and academic qualification. Therefore, both secondary and primary data are dependable.

 Differences

There is a wide difference in the secondary and primary data in the field of human resource management (Ishrat, 2015, p. 45). This is because of the human resources internal sources which are not available externally. For example, on the aspect of academic qualification, the secondary source provides master’s degree in human resource management as the minimum entry whereas primary source goes for a bachelor degree in human resource management.

New Data

Business world operates in a dynamic environment so as the human resource management (Karthiga, et al., 2015, p. 1). Therefore, apart from secondary and primary data the strategies of coming up with the new data should be embraced based on the emerging trends in business. For example, in the role requirements of the human resource manager, there is a need to include other requirements such as employee talent management, identifying and retaining the best employees and applying soft skills in employee performance evaluation. This is a Student Sample ORDER YOUR PAPER NOW

References

Hox, J. J. & Boeije, H. R., 2005. Data Collection, Primary Vs Secondary. Encyclopedia of Social Management, 1(2), pp. 593-599.

Ishrat, G., 2015. Secondary data analysis of the link between human resource management and employee productivity. IOSR Journal of Business and Management, 17(3), pp. 45-50.

Karthiga, G., Karthi, R. & Balaishwarya, P., 2015. Recruitment and Selection Process. International Journal of Scientific and Research Publications, 5(4), pp. 1-4.

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