Representation of quantitative data, HR Management

Quantitative data may be presented either as full statements of the results obtained or in summary form. It is likely that the full results would be set out in appendices to the main dissertation, since the reader will not need to refer to the totality of the data. In all cases you have the choice of presenting the data as either:

¨ tables of figures - in which case the data should be logically ordered into categories and groups, and set out in a way which clearly shows relationships or significance as appropriate to your needs; or

¨ charts - graphs, pie charts, bar charts, scatter diagrams, etc. These display information in a form which is much easier to grasp for the reader than large tables of figures. They are, then, preferable - particularly for summaries of results. Most computer packages have quite sophisticated charting options, so all you have to do is to input the figures and choose an appropriate form of graphical presentation.

However, do not be tempted to simply produce large numbers of tables and charts and expect the reader to interpret them. It is better to be selective, and carefully explain the importance of key findings.

Finally, you should note that your analysis of the data constitutes the primary evidence on which your research findings will be based. It is important to draw conclusions from the data, not to fit the data to the desired conclusions. Your analysis and the development of your argument must the rooted firmly in the evidence of the quantitative data you have obtained.

Posted Date: 2/20/2013 6:31:29 AM | Location : United States







Related Discussions:- Representation of quantitative data, Assignment Help, Ask Question on Representation of quantitative data, Get Answer, Expert's Help, Representation of quantitative data Discussions

Write discussion on Representation of quantitative data
Your posts are moderated
Related Questions
With all the benefits that groups provide, it is not surprising that Lawler and colleagues (Lawler et al. 1995; Lawler III et al. 1998) found an increased prevalence of this organi

Recruitment and Selection Recruitment is the procedure of locating and encouraging potential applicants to apply for present or anticipated job opening. The selection procedur

Q. Process of Panel interview? Panel interview: interviewing of the candidates by one person may not effective as he cannot judge the candidates in the different areas / skills

Theory of Planned Behavior by Icek Ajzen The Theory of Planned Behavior (TPB) of Icek Ajzen (1988, 1991) assists to comprehend how we can transform the behavior of people. Th

Problem 1 What is the purpose of performance appraisal? List the various methods of performance appraisal. Describe the '360 degrees appraisal' method. Meaning of perform

Q. Reasons of mergers? Growth: a company may not grow rapidly through internal expansion. Merger or amalgamation enables satisfactory and balanced growth of a company. It can

During the action phase, the team proceeds to the accomplishment of its tasks. What becomes important at this stage is feedback, tracking resources and coordination. Starting wi

sources of recruitment

Question 1: Organizations today face a dynamic and changing environment to which they have to adapt in order to be successful. (a) What are the forces which act as stimulan

Assume that you are being employed as a consultant by a company that needs to seek your advice on the alleged issues of pay gaps between the women and male employees in the same po