Human Resource Management Sample

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HUMAN RESOURCEMANAGEMENT

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Table of ContentsINTRODUCTIONTASK 1

1.1 Distinguish between personal management and human resourcemanagement.1.2 Asses the function of human resource management in contributing theorganizational purposes.1.3 The role and responsibilities of the line managers in the human resourcemanagement.1.4 Analyse the impact of the legal and regulatory framework on human resourcemanagement.

TASK 22.1 Importance of human resource planning in the organization2.2 Stages involved in planning human resource management2.3 Comparison of selection and recruitment process in Asda and Tesco2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco

TASK 33.1 Analyse the link between motivational theory and reward.3.2 Evaluation of process of job evaluation and other factors determining pay3.3 Assessing effectiveness of reward system3.4 Examine the methods organizations use to monitor employee performance.

TASK 44.1 Reasons for cessation of employment with organization4.2 Employment exit procedures used by different organizations4.3 Impact of legal and regulatory framework on employment cessationarrangements

CONCLUSIONREFERENCES




INTRODUCTIONHuman resource management refers to maximize utilization of

available limited skilled workforce. The main purpose of HRM is to makeeffective use of existing human resource in the firm. Each and everyorganization want to have more skilled people to make their company moreefficient than their competitors. In Human Resource Management,employees are important assets for the company rather than building andland. For any organization to function properly, it must have resource ofhuman resource, money and machinery. HRM includes, conducting jobanalyses, determining and managing wages and salaries, providing benefitsand incentives etc. From this project human resource management and itsvarious aspects are described. The project further described about personalmanagement and the impact of the legal and regulatory framework onhuman resource management(Mondy, nd Martocchio, 2016). And this projectalso focus to identify their employees skills and employer rights at workplace. In this context human resource management is shown at the variouscompany in the UK.




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TASK 1

1.1 Distinguish between personal management and human resourcemanagementPersonal management refers as a traditional approach of managing

people in the company while in human resource management is a modernapproach of managing people in the company. Personal managementincludes the function of planning, organizing, and compensation of peoplefor the purpose of contributing to company and also motivates theemployees through its effective incentives plan and promotion so thatemployee will fill more valuable to the company. In personal managementjob design is done on the basis of division of labour. In early centuries,human resource management was not popular then the employees weretaken care of by the personal management(Boxall, Purcell, and Wright, 2008).It is a main part of management that deals with the process ofrecruitment,hiring and compensation of the workforce to achieve theorganizational goals and objectives. In Tesco, personal manger is the head ofpersonal department. Manager performs both managerial and operativefunctions of management. In this company personal manger providesassistance to top management and also train the line manager.

Human resource management is a continuous process of managingpeople in the organization for achieving desired goal and objective. HRMassumes that people is very important and valuable part for achievingdesired output(Hendry, 2012). In HRM job design is done on the basis ofteam work and employees are provided with more training and developmentopportunities. Tesco offers a wide range of training and developmentprogramme for employees across the business. The Tesco's strong valuesguide the HRM in organization and help them deliver the core purpose tocreate loyal and valuable customers(Mathis, and et.al., 2016). This companysuccess majorly depends on customer. Tesco is committed to upholding allbasic human rights. Respecting human rights is important to employer and




responsible business partner. Tesco provide equal opportunities to employerand also offers career opportunities without discrimination. Both humanresource management and personal management understands the role andresponsibility of a manger and both believe is getting right candidates forright job at right time. HRM is a strategic function while in personnelmanagement is a routine function.

1.2 Asses the function of human resource management in contributing theorganizational purposesHRM department of any organization is play a important role these

days as it helps in the achievement of the organizational goals andobjectives. Tesco define their objectives which they need to achieve withinthe specified duration of time to meet their goals. So it become important forHRM of the Tesco to manage all its employees in such a way that thebusiness achieves all desired goals and objectives within the specific timeperiod and the employees and workers of the organization have no conflictwith their goals and objectives(Dowling, 2008). This company insure thattheir employees are well manage to meet the organizational goals whileachieving their personal goals and objectives.

The important and main function of HRM in any organization is torecruit, select and train the candidates for the purpose of achieve highergoals and objectives. It means finding the right candidates for the right job.Each and every organization has certain goals and objectives to achievecompetitive advantage. The goal and objective of Tesco is to make increaseand maintain productivity so that their business get competitiveadvantage(Avey, Luthans, and Jensen, 2009). Tesco is a large retailer in UK.In this company, there have a big human resource function.




In this organization function of the human resource must be involved at eachand every level of process. There are following function of the HR in theTesco company:● The HR of the Tesco always manage and evaluate the climate of the

organization and improve the relationship with the employees.● In this company HR is responsible for the formation of strategics planning

in relation with the legislation and the business strategy of theorganization.

● The HR of the company offers appropriate information regardingemployees to be implemented in the process of decision making of theHRM to the company.

● In Tesco, HR department become more liable for attracting the newemployees.

● The HRM functions of the Tesco perform as its important component as itevolves the employees to become as considerable supporter to theorganization.

1.3 The role and responsibilities of the line managers in the human resourcemanagementThe relationship between the human resource function and line

managers has been subject to a various of changes in recent times. Linemanagers are those managers to whom employees have to report. The linemanager has a key role in managing and implementing the HR rules andresponsibilities(Bratton, and Gold, 2012). The human resource department ofthis company has planed the specification of store line manager to guide theemployees working in their shops. In many organization line managers workon the behalf of HRM and they are involved with many HR related tasks suchas shortlisted candidate for employment and interviewing candidate foremployment. Line manager insure that they can take correct decision tosupport their employees in working in effective manner and are valuable for




customers in their visit to shop. It is very clear that line manager is crucial ifthe organization is to fulfil its desired needs for the employees. Line managerin this company is responsible to manage various functions related withhuman resource such as training and development, performancemanagement, motivation, performance appraisal, employee retention andcareer planning. For the recruitment and selection process line managershould handle the role and responsibility to advertise particular job(Bennett,and Ho, 2014). In Tesco, training and development programme is a crucialactivity which is performed by line managers. Performance appraisal is a keyactivity which is performed by line managers in Tesco, In this company linemanager is responsible for the shortlist some of the high performingapplicants to apply for the top management jobs. Role and responsibilities ofline managers can be listed below:● Line manager supervise their employee.● To determine and evaluate the strengths and weakness of the employees.● To provide valid feedback to employees regarding their work related

issues and other problems.● They provide proper information to the senior management about the

work process in organization.● Its play a crucial role in human resource department, to meet marketing,

financial, as well as operational targets.

1.4 Analyse the impact of the legal and regulatory framework on humanresource management.In HRM, legal and regulatory framework is an important to protect the

employees from unfair discrimination in the organization. In Tesco, humanresource manager must be meet with all employment legislation. In anyorganization employee relations are main body to ensure that the employeesare satisfied within the organization. This company has high deliberation forthelegal and regulatory frameworks while carrying out miscellaneous human




resource activities like,recruitment and selection, performance appraisal anddevelopment programme(Guest, 2011). The most important element of thelegal and regulatory framework which is taken care by the human resourcedepartment. The impact of the legal and regulatory framework provides asafe and security for employees from unfair discrimination and otherproblems in the organization. In this company all legal framework take careof the rights and duties of employees and management within the company.The main and crucial areas of regulatory framework, which has impact onhuman resource department are sex discrimination Act, Equal pat Act, andDisability Discrimination Acts. In work place, discrimination is a massiveissue that employees have to deal with on daily basis. In Tesco, all rules andregulations are apply for all employees(Jackson, Schuler, and Werner, 2011).









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TASK 2

2.1 Importance of human resource planning in the organizationIn order to ensure required employees in every department, it is necessaryto do human resource planning, so that exact present and futurerequirement of people in organization can be forecasted on time. Whenrequired human resource is present in very department, it ensures timelyachieving of organisation objectives. Efficient human resource planning alsohelps to manage labour turnover.(Mondy and Martocchio, 2016. Furtherefficient human resource planning helps in aligning organization objectiveswith the number and type of staff required, as in this process assessment isdone whether objectives is achieved with the present staff or there is a needto employ fresh talents. When present staff is enough then arrangementsand monitoring are done for their proper training and development which isalso a part of HRM planning. In recruiting new staff as planning is doneregarding the qualification to be required, salary package to be give, andother terms to be included in offer letter, days and hours of training anddevelopment to be completed for fresh talents, therefore it helps in avoidingchaos and confusion in organization and saving of time in solving pettyissues of joining(Boxall, Purcell and Wright, 2008)

Apart from adhering to objectives of organization, personnel who areengage in HRM planning also makes it ensure that recruitment proceduresalso comply with federal state employment laws like for example to ensureproper paperwork whether prospective employees are eligible to work in UKorganization. This can be ignored in simple personal management butchances of it getting ignored in HRM planning is next to impossible as thereis a separate wing who are responsible for taking care regarding adherenceof these laws in planning stage.

HRM planning also monitored recent changes in employment trendslike for example if the employees are sensitive to frequent job changes, theirJob description should be such which will always motivate them to remain in




jobs, no matter what also there is a specific need of people to be computerliterate in order to get themselves equipped with changing software ofcompanies and manage them according to their work profiles. Therefore theplanning managers makes assure that these demands are equally meet(Hendry, 2012)

2.2 Stages involved in planning human resource managementWhile planning for human resource management makes ensure that rightpeople is assigned to right job and in right time. For that step by stepplanning process is done so that above objectives are met on time. Stepsinvolved in planning of human resource are:




Analysing organizational objectives: In analysing organizationalobjectives adherence is to be given to each department like production,marketing , finance, expansion and sales which gives exact idea regardingwork to be done in organization and specific personnel for each departmentin achieving those objectives.Inventory of present human resources: In assessing inventory ofpresent human resource judgement is done whether the requirements ofpersonnel for fulfilling objectives of various departments can be fulfilled bypresent workforce or recruitments is required to be made. This can be doneby analysing potential of present workforce, their current performance andpotential(Dowling, 2008.)Forecasting demand and supply of human resource: After evaluatingrequirements of various departments and inventory of present employees,the exact demand and supply of job profiles is reached in which personnelrequired to be recruited through outside source matching job description andspecifications are specified(Bennett and Ho, 2014)Estimating manpower gaps: It involves making estimation regardingsurplus and deficit where surplus results in termination and deficit representsnumber of fresh recruits to be done. Basis of termination can be anythingranging from decrease in employee performance to lowest time duration forwhich they are employed. Further deficit can also be filled by positive meansby adopting training and development programmes for employees andavoiding termination. Details to fill gaps are covered in next step ofpreparing action plan(Jackson, Schuler and Werner, 2011).Formulating the final human resource action plan: In preparing actionplan decision are made regarding filling up manpower spaces that is whetherpositive approach is adopted in form of interdepartmental transfers, trainingand development of existing staff or negative approach of termination andemploying fresh workforce is followed. The detailed action plan regarding




each approach is prepared answering questions of how and when theemployments and termination has to take place(Schuler and Jackson, 2008.)Monitoring control and feedback: After carrying out necessaryimplementation programme, continuous monitoring process is done whichinvolves recording of fresh inventory of human resource which helps indetermining whether targets are met or not. Further comparison is donebetween plan and its actual implementation to identify deficiencies and takenecessary actions as soon as possible so that there is no shortage ofemployees in any department.

2.3 Comparison of selection and recruitment process in Asda and TescoRecruitment and selection process both are different, but goes hand in handas recruitment follows selection. Recruitment involves searching ofprospective candidates according to various job descriptions and inspiringthem to apply for same while selection involves hiring candidates amongthose shortlisted. Different methods and means are adopted by variousorganization for recruitment and selection procedures but presentlycomparison is done between Asda and Tesco , both of them are growingretail supermarkets of UK and requires greater management of manpower ontheir part to met the expansion requirements.

Keeping this in mind, regarding recruitment process of Tesco, it tries to fillthe vacancy through its internal employees either by a move at the samelevel or by way of promotion. If there is a need of recruitment the companyadvertises same through its intranet websites. It also uses offline mediumsuch as radio, television, business magazines and local newspapers. Tescoprovide the facility to fill online application form on its official websites whilethe selection procedures of Asda involves selecting advertising therequirement on various career websites like Linkedln and taking the help ofrecruitment firms like Remploy to attract and retain talented personnel. It




provides online recruitment process. Their advertisement includes publishingboth seeking permanent employment and internship(Lengnick-Hall and et.al.,2009).

As far as selection procedure of Tesco concerns screening ofapplications is their most important part where well written curriculumvitae(Cv's) are selected as per the job requirement , candidates who areselected through their cv's are taken for an assessment in stores run by thecompany's managers where various team working and problem solvingactivities are given to candidates for solving. After this candidate who passesthe assessment part are called for interview process where line managersare also a part of panel who makes sure that only those candidates getsselected who best fit the job description. while recruiting candidatesinternally, company follows an appraisal system where the present workforceis promoted as per their performance which is evaluated by discussing withtheir managers. While talking about Asda selection procedures it involvesshort-listing of applications registered on company online recruitmentsystem by matching the required applications with job description. Here alsocandidates are called in assessment centre called 'Asda Reality or 'AsdaMagic where they are being introduced to company's nature of workingwhere shortlisted candidates needs to show how there benefit can work inproviding greatest benefit to the company and final short-listing isdone(Harzing and Pinnington, 2010)

2.4 Effectiveness of recruitment and selection techniques of Asda and TescoWhen talked about a technique being effective, consideration is placed on tothe extent to which it is successful in fulfilling the purpose for which it isundertaken. Taking into consideration the recruitment and selection processof tesco it provides a surety in matching its employee requirement as it usesevery possible source for recruitment ranging from online to offline. Althoughthrough radio, television and magazines can become expensive sometimes,




it becomes a necessity to inform right people for concern vacancy. And asright people are informed the selection and recruitment procedures arecompleted on time without any delay. While recruitment procedures asTesco follows policy of training the internal staff, therefore it provides acomfort level to employees that they are considered an important part of theorganization and they are motivated to further perform well as per theirchanging job role which fulfils major purpose of selecting them.

As far as effectiveness of Asda selection procedures are concerned iseffective in the sense, as short-listing process is done on the basis of twodocuments concerning job description and personal qualities mentioned bycandidates on their cv's, the required staff match it with there presentdesired role which ultimately makes the selection process streamlined andfaster. However major drawback in terms of effectiveness in Asda selectionprocess can be delaying in getting appropriate candidate for the desiredprofile, as it does not uses other distinct method of communicating theirpersonnel requirement through other offline modes concerning print media.
















TASK 3

3.1 Analyse the link between motivational theory and reward.Motivation theory and reward are highly linked with each other(Ulrich,

2013). This company understand importance of employee motivation andretention which come through employee engagement and planning process.Many leaders have define different motivational theories at time to motivatethe employees of their organizations according to their experience over theperiod of time. The most important theory that are famous in most of theorganizations are Maslows's hierarchy of needs theory. Tesco provide extrabenefits to there employee in the hierarchy of the organization to encouragethere productivity and employees(Jiang, Lepak, Hu, and Baer, 2012). Thiscompany cover all the level of hierarchy of needs. Maslow's hierarchy ofneeds theory helps in increasing the motivational level of employees workingwithin the workplace. This theory is important for the Tesco to help inachieving the organizational goals and objectives and also motivate theemployees to work in best possible way. This motivational theory is link toreward in the sense that employee can motivate through extra bonuses orincreased salary. This company can offer a quality related bonus on the basicof person records and achievements(Lengnick-Hall, and et.al., 2009).

Physiological needs: These needs are the most basic needs for lifesuch as air, water, and food. Tesco provides special discount for theirstaffs.Safety needs: Tesco provides health care insurance, life insurance totheir employee and employer.Social needs: As Tesco is a one of large retail company in UK it hastie up with the wide variety of service sectors and also do variousrange of charity program with the help of many social programme.Esteem Needs: Tesco provide special bonus for working on holidayand also give paid holiday of twenty one days.




Self- actualization need: For these benefit employee have to workwith their full efficiency, dedication for a period of time and they had tomaintain it in the future.

Reward is a basic and direct strategy of human resource management.Hence reward structure adopted at Tesco is highly effective in nature(Kang,and Snell, 2009). So there is a direct link between reward and motivation.Moreover rewards system is a good way to build the employees motivated toachieve its goals and objectives.

3.2 Evaluation of process of job evaluation and other factors determining payJob evaluation involves judging worth of work done as per the amount ofcompensation. The evaluation process doesn't fix the pay scale but evaluatethe work according to the present pay structure. While determining paydifferent factors such as size of the organization, seniority and experience ofperson regarding working in that profile, industry sector to which thecompany belongs that is whether the offered pay is as per industry norms,current profitability of organization and employee performance. Whileevaluating these factors and judging about their effectiveness conclusion canbe drawn that these methods works as a really effective tool as byevaluating employee current performance, bonus and incentives can bedecided and comparison of pay with other companies in same industryassures the employee that they are not being exploited by there presentcompany. Further on evaluating various job evaluation process deficienciescan be find out with present employees regarding what they accept fromtheir current job profile and suggestions that need to be implemented in thatprofile for future satisfaction of employees. While evaluating different jobsdeficiencies on the part of employees are also identified, by providing themthe areas of their bottlenecks, that they need to cover up to ensure properperformance(Kehoe and Wright, 2013)
















3.3 Assessing effectiveness of reward systemIn an organization there can be various types of reward ranging fromfinancial in which employees are given extra pay, perks, bonus, commission,pension arrangement apart from their fixed salary structure, social rewards,where employees are appreciated by their seniors by words personally or infront of whole organization. Further it can be organising a holiday packagefor them or offering them a free training and development facility on behalfof company.

The effectiveness of these rewards can be managed in terms ofincrease in employment performance, change in their attitude regardingwork and staff turnover rates. On the whole it can be said that when revenueof an organization is increased because there is an increase in performanceof an employee after reward it can be said that, the reward has worked infavour of company and it can follow the same system of rewarding them.Other positive factors include positive comments by employee regardingtheir job profile and employer after reward disbursement. As against this ifthere is a continue rate of absenteeism, vacancy and job refusal rates inspireof rewards they need to be amended and changed as per the requirementsof employee and organization(Chew and Chan, 2008)

3.4 Examine the methods organizations use to monitor employeeperformance.To monitor and evaluate the performance is vital part in rewarding and

determining high performing employees(Collings, and Mellahi, 2009). So wecan say that reward is directly linked with employee performance. Goodemployee performance is a important to business's success. Employeesperform within the Tesco according to their specified roles andresponsibilities. Organizations monitor performance of the employees overthe period of time to evaluate the strength of its workforce. Evaluation ofemployee performance becomes crucial in Tesco where incentive based




reward system is suitable. The monitoring of employee performance is highlydepends on the performance of organizational employees(Harzing, andPinnington, 2010). Tesco monitors the performance of their employees bythe help of proper feedbacks from the line managers and human resourcemanagers. Tesco use different tools to monitor the performance of theiremployees(Erasmus, and Schenk, 2008).

Self- evaluation: The employee is given a form to fill, which will helpthe employer to recognize the skill level of the employee and thequality levels. In this if the employer can recognize the training needsof the employee then the management will take valid actions toarrange training and development session to fulfil their organizationalneeds(Subramony, 2009).360 degree Evaluation: This method is most used to monitor theperformance of employees. 360 degree performance monitoringinvolves the direct reports, peers, customers and superior(Mello, 2014).This can be considered as the best possible performance monitoringmethod.
















TASK 4

4.1 Reasons for cessation of employment with organizationEmployment can be terminated either by employee himself or by theemployer of his company. Depending upon the source of getting theemployment terminated that is whether it is by employer or employee therecan be different reasons.Reasons of cessation by employer: When an employer cancels orterminate an employee engagement it can be because of:1. Reducing profits of the organization because of which investors haspulled their hands in investing with the company, which necessitates them tocut down its cost in the form of saving salaries on those employees who arethe reasons of lower profits(Gagné, 2009).2. Absenteeism: The employee being irregular in his/her attendance or notpunctual regarding official working timings can provoke an employer toterminate his employee(Erasmus and Schenk, 2008).3. Attitude and Behaviour: If employees are not following the professionalcode of conduct required by them in their workplace while dealing with theirfellow colleagues, interacting with their seniors, or dealing with theircustomers. Apart from this they are stealing anything from the company orusing drug or alcohol in office hours can result in termination of theiremployment.4. Redundancy: This situation occurs when a particular profile is no longerrequired for the working of an organization and people serving under thisprofile are to be terminated on account of redundancy. While following thisprocedure, employer gives sufficient time to employees to leave and givethem prior notice so that they can cover on account of employmentloss(Subramony, 2009)5. Breach of contract: If employee works beyond conditions mentioned intheir employment agreement, employer may terminate their employmentspecifying breach as of the major reasons.




Reasons of cessation by employees: Apart from being fired, employeeson their own leave the organization on account of:1. Resignation: which can happen because the employee is unhappy abouttheir current job profile, or they have found another job with betterremuneration or because of his/her migration from current working city toanother one or any other personal reason like any terminal illness or alikefactors(Mello, 2014)2. Expiration of work contract: If there employment contract is for aparticular time period or is dependent upon fulfilment of certain conditions,employee automatically needs to vacate the position.Retirement: If employee attains age of getting retired, their employmentengagement automatically gets terminated(Chen and Huang, 2009).

4.2 Employment exit procedures used by different organizationsIn order to formally terminate an employee engagement with theorganization various exit procedures are adopted, terms and procedures ofwhich vary from organization to organization. Sometimes it can be formalwhich involves sending email to various authorities specifying reasons ofleaving and informal which can range from communicating through phone orvideo calls which depends on nature of business. Proper exit proceduresinclude written letter from employee where he/she specifies reasons ofleaving and affected date from which he/she needs to leave. The same whenapproved by concerned authority reaches to human resource department torecord it officially deciding upon the exit terms and finally concernedemployee who wants to leave the organization is given theacknowledgement letter.In this context exit procedures used by Alma Holdings Ltd includes informalmeans which it has used in context of an employee which is on maternityleave by informing her termination on account of redundancy. And formalmeans are adopted in relation to some other employees who were serving




the organization for past twelve years, by giving them notice and threemonths salary(Collings and Mellahi, 2009)

While exit procedures adopted by Ax paris Ltd which is a famous ladiesfashion brand ranges from giving them giving them written orders to leaveon account of disciplinary reasons without specifying when and how thebreach has been occurred and informing employees regarding theirtermination on phone calls. The major difference between the two exitprocedures are that in case of Ax paris Ltd, employees are not compensatedfor left over holiday pay or any outstanding compensation standing on theiraccount.

4.3 Impact of legal and regulatory framework on employment cessationarrangements

Not only legal and regulatory frameworks govern rules and regulations ofserving employment profiles but also serve a set pattern to be followed bythe organization in framing employment cessation arrangements. If anybreach is conducted on part of any party in form of violating the conditions,it can be sued by the other party in court of law. The company should makesure that if it is removing or dismissing any employee on there part, theconditions of removing should not only satisfy the conditions mentioned inoffer letter but also fulfils related laws of employment and other generalcontract laws like for example if an employee is removed on account of anybreach or stealing, that claim should be proved by the company on the basisof evidence which is required by court of law. In whole the company cannotgo against legal and regulatory framework while terminating any employeeas this can lead to serious repercussions on part of company in form ofimposing fine and compensating for loss(Ulrich, 2013).
















CONCLUSIONWith the present report it can be concluded that it order to manage humanresource of any organization effectively, proper planning from recruitmentstage is required. Apart from this HRM requires managing issues relating tocompensation, employees training and other issues they face whiledischarging their duties. Furthermore how an organization reward itsworkforce also play an important role in motivating them apart from othermethods of motivation. Not only the recruitment procedures they are alsoseveral cessation procedures that need to be properly adhered to so thatunnecessary litigation and penalty on company can be avoided. Apart fromthis an organization needs to have a proper exit procedures so thatemployees know the proper structure of reporting in case of exit also. Byfollowing proper entering and exit procedures an organization can maintainits goodwill in market in eyes of other market players as well in eyes ofemployees, so that efficient workforce can be retained and developed.Proper human resource management is also a source of development oforganization as a whole as when people of organization works efficiently itultimately leads to benefit of organization as a whole. For this part ofmanagement that is involved in human resource planning can take help ofvarious ancient theories giving them modern touch as per the latestrequirements. (Boxall, P. and Macky, K., 2009).
















REFERENCESBooks and Journals● Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A

positive resource for combating employee stress and turnover. Humanresource management, 48(5), pp.677-693.

● Bennett, J.M. and Ho, D.S., 2014. Human resource management. InPROJECT MANAGEMENT FOR ENGINEERS (pp. 231-249).

● Black, D., Clemmensen, N.J. and Skov, M.B., 2010. Pervasive Computingin the Supermarket: Designing a Context-Aware Shopping Trolley.International Journal of Mobile Human Computer Interaction (IJMHCI), 2(3),pp.31-43.

● Boxall, P. and Macky, K., 2009. Research and theory on high‐performancework systems: progressing the high‐involvement stream. HumanResource Management Journal, 19(1), pp.3-23

● Boxall, P., Purcell, J. and Wright, P.M., 2008. Human ResourceManagement.

● Bratton, J. and Gold, J., 2012. Human resource management: theory andpractice. Palgrave Macmillan.

● Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices andinnovation performance—The mediating role of knowledge managementcapacity. Journal of Business Research, 62(1), pp.104-114.

Online● Heathfield, M.S., 2017. What is human resource management. [online].

Available through: <https://www.thebalance.com/what-is-the-human-resource-department-1918141>.

● Torrington, D., 2017. Human resource management. [Online]. Availablethrough: <http://www.bookdepository.com/Human-Resource-Management-Derek-Torrington/9780273786634>.

https://www.thebalance.com/what-is-the-human-resource-department-1918141

https://www.thebalance.com/what-is-the-human-resource-department-1918141

http://www.bookdepository.com/Human-Resource-Management-Derek-Torrington/9780273786634

http://www.bookdepository.com/Human-Resource-Management-Derek-Torrington/9780273786634





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Human Resource Management Sample

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