HRM Practices and Recruitment

This report discusses the importance of Human Resource Management (HRM) in a business organization, highlighting its role in managing and handling the workforce. It examines various HRM practices such as recruitment and selection, job description and person specification, and employee legislations. The report also touches on the use of technology in improving recruitment and selection processes.

Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
2. Approaches to work force planning, recruitment and selection, performance management,
reward system, training and development..............................................................................3
3. Different methods used in HR practice with reference to case study.................................6
4. The approach to and effectiveness of employee relations and employee engagement......7
Employee relations and engagement: a collaborative approach............................................7
5. Key aspects of employment legislation within which the organization must work...........9
6. Evaluation of employee legislation and its impact on HRM decision making................10
7.Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................11
8. Evaluate the use of technology on improving the recruitment and selection process. ....14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource management plays crucial role in managing and handling the entire
workforce of business organisation. This is the term which is used in management of the
resources in context to human who are working in the organization (Banfield, Kay and Royles,
2018). Marks and Spencer is taken as chosen organisation in the report, which is a British
Multinational retailer company which was founded in 1884 by Michael Marks and Thomas
Spencer. This offers luxury food products, clothing and home products. The present report is
going to emphasize on the purpose of HRM including function of HRM practices for workforce
planning. Along with this strength and weaknesses of recruitment and selection approaches are
also going to be discussed. The report also include the benefits of HRM practices in respect of
employer as well as employee. Benefits of having employee relation in HRM practices is going
to be elaborated. This report further illustrates how employment legislation influence on HRM
practices. Lastly, the report will be end up by specifying how HRM practices actually used in
work related context.
TASK 1
1. Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resource management refers to strategic approach which is responsible of
handling workforce of company in effective manner. The department mainly looks after various
functions such as recruiting, hiring, staffing, training and motivating employees, retaining
employee to remain loyal with the company for longer period of time.
Purpose of HRM : The main aim of HRM is to increase the productivity of an
organisation by optimizing effectiveness of employees. The purpose of HRM also lies in
successful utilization of people to attain specific business goals.
In context with M&S, it 9is necessary for the HR of this company to build their positive
relationship with employees so that they can work with all over efforts in order to obtain
organisational goals and objective (Bratton and Gold, 2017). HR manager of Marks and Spencer
performs various functions which are defined as below:
Functions of HRM along with the responsibility of HR manager-
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 Training and Development – HR manager of Marks and Spencer conducts various
training and development sessions for its existing employees as well as new joiners at
regular basis. The main role of HR manager is to improve knowledge, capability and
skills of workforce according to their job responsibility so that its basic goals can be
achieved in less period of time. These training sessions also helps employees in
improving their performance with updated knowledge. Performance appraisal – In context of M&S, the employees are getting appraisal
according to their working performance. In M&S, the appraisal are done in the month of
April, in which the working performance of each employee is evaluated and then they got
appraisal and their salary increases by 5% or the percentage based on their work. Recruitment and Selection – Another function of human resource department is to
identify best qualified and experienced candidate for the company. In relation to Marks
and Spencer, its HR manager is responsible for hiring employee by analysing actual
requirement of department and then matching skills and qualification of employees for
finalising best suitable employees. Workforce Planning – In workforce planning process, the organisation align the needs of
their employees, and ensure their workforce to make such plans and policies which
satisfy the needs of their employees so that the organisation can easily attain their
business goals and objectives.
Purpose of HRM functions along with their roles and responsibilities Maintaining effective employee relations – The main role of HR manager of Marks and
Spencer is to build strong relationship between employer and employee. For this, they
conduct regular based meetings in which employees can discuss their problems with their
superiors as well as colleagues. As a result, it reduces the number of conflicts at
workplace and creates healthy working environment for employees. Compensations and benefits: Another purpose of HR manager of Marks and Spencer is
to provide monetary benefits to employees by handling their financial records in effective
manner (Brewster, 2017). This department looks after payroll section of the employees in
which consider all additional efforts of employees, their overtime records and
compensation amount. Their main purpose of this department is to satisfy financial needs
of employee by providing them satisfactory amount.
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Significance of HR in acquiring Talent
Human resource department plays an essential role in acquiring talented workforce for
the company. The main objective of M&S is to build coordination between employees, and
define the organisational structure, and drive productivity.
In context to Marks and Spencer, it can be said that its HR manager is using appropriate
recruitment and selection method for acquiring highly talented employee for the company who
could contribute in executing business activities in effective manner. It has been analysed that
this company is conducting regular based training session for employees in order to enhance
their skills and improve their productivity and profitability, and to create coordination between
them, so that the work can be handle and should be done in unity.
2. Approaches to work force planning, recruitment and selection, performance management,
reward system, training and development
Human Resource is the scientific approach to the efficient management of people in an
organization, so that they can help the business to gain a competitive advantage. It maximizes the
employees’ performance in services to achieve goals.
Approaches to workforce planning
Workforce planning is a process of analysing the current workforce which describes the
future workforce needs, future needs and implementing solutions so that Mark & Spencer follow
situational workforce planning approach to complete their goals.
Situational Workforce Planning Approach: In the context of growing market, Marks &
Spencer planning to expand their market at higher level. Therefore, organization gives situational
task to their employees and evaluate performance. So that organization can plan accordingly and
able to achieve goals in an effective manner (Brewster, Brookes and Gollan, 2015).
Approaches to Training and Development
These approaches provide a practical and comprehensive knowledge about the Marks &
Spencer. These surveys are the methods, functions and goals of tanning from needs assessment
to implementation. By this concept M&S follow off and on the job training given below:
On The Job Training: Marks & Spencer uses this approach because it is a hands-on
method of teaching, skills, knowledge these are the needed of employees to perform a particular
job in a specific manner at workplace. Through this Employees can learn new things in the
environment where they will need to practice knowledge and skills during the training period.
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Off The Job: Organization focuses on this approach because it is the method where
employee can learn their job roles away from the actual work. There are different types of work
such as lectures, simulations, case studies and management games. It helps to increase their
employees’ skills and knowledge (Friedman, 2017).
Approaches to Reward System
Reward system is concerned with the strategies and policies that the people and
contribute to achieve business goals in an effective manner. By this concept M&S uses Total
reward system that is given below.
Total Reward Approach: It comprises of four elements such as individual, communal, relational
and transactional. Where employee can receive some benefit like pensions, holidays, long term
incentives and health care.
Approach to Performance management
Every organization wants to good performance management. It focuses to the
performance of their employees and working efficiency of them. M&S uses total quality
approach to increase their employees’ satisfaction.
Total Quality Approach: This is based on the quality of work within the employees by properly
managing and monitoring the employees’ performance which ensure them to do high quality
work and attain the business goals and objectives (Harrison and Lock, 2017).
Approaches to recruitment and selection
HR manager has selected the candidates who are having the ability to enhance the growth
of company through recruitment and selection method. In context to M&S, the company uses
both internal and external recruitment method has they have huge amount of option among the
candidates. So the candidates who clear the recruitment process, then they are shortlisted for the
selection process as in order to get the best candidates among them. M&S uses the following
recruitment and selection methods - Internal recruitment process: Process in which needs are accomplished from within the
organisation refers to internal recruitment process. In respect of HR manager of M&S,
the method they use to recruit the applicants is promotion of the existing staff , which can
be done by meeting their skills and by analysing their quality of work and also their
working performance.
Strength Weaknesses
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This method of recruitment motivates the staff
as they get promoted in the company only.
This method saves lot of time and money of
the firm as they are not required to spend too
much money in the recruitment procedure.
This increases expectancy of the employees
from HR manager. Promotion of one employee
may demotivate other employees as well. By
having promotion in the company itself, create
disputes and conflict among other members and
this will directly impact on their performance.
 External recruitment process: In external recruitment process fresh candidates are
brought within the organisation. HR manager of M&S uses online recruitment method to
grab the attention for the recruitment process.
Strength Weaknesses
This method is cost-effective and can speed up
the recruitment cycle and streamline
administration.
It could be seen to be discriminatory where
candidates are not computer literate. This
seems to be the weakness of this method.
Methods of selection in M&S Company : M&S is using the method of interview for selecting
highly skilled applicants which are suitable for the job profile. The strength and weaknesses of of
this method is mentioned below -
Strength Weaknesses
The strength of this method is that is any
misunderstanding or mistake occur during the
process of selecting candidates then it can be
rectified easily in an interview, as both the
interviewee and interviewer are physically
present in the interview process.
According to some people, this method is a
type of incomplete process to select a suitable
candidate, as the interview method is not
enough for selecting the applicants. So, for this
the written test also should be conducted.
HR manager of Marks and Spencer can also use Application form method for selecting
best suitable employees among shortlisted candidate.
Strength Weaknesses
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 Ease of comparison for employers.
 Standardized format
 Complete details of candidate can be
gathered without any misses.
 This method is time consuming.
 Personal details can be fall into the
wrong hands.
 Details of candidates can be untrue.
The different methods are used by HRM practices as in them one is recruitment and
selection practices, this practice includes methods like personality tests and interviews. M&S
should carefully analyse its need for candidates and selects the recruitment process accordingly.
On the other hand, selection method used by M&S for candidates is generally done by written
test and conducting interviews by the senior manager. This method will be effective for M&S, as
they consumes their time by selecting the appropriate candidate for their profile, and can help the
M&S to attain their goals and set of objectives.
3. Different methods used in HR practice with reference to case study
It has been analysed that Marks and Spencer is facing issues related to increasing
employee turnover in company. While investigating, it has been realised that employees are not
satisfied due to many issues like inefficient salary, lack of training, no motivation, job security
etc. It can be said that all of these are main issues which have demotivated employees and
affected their performance a lot. As a result, it has influenced employees to change job. In order
to overcome this issue HR manager of Marks and Spencer has adopted certain ways by which
employee turnover can be reduced. Some of the HRM practices are defined as below: Work design and Job security : This practice of HRM include staff security method, in
which HR manager of Marks and Spencer is focusing on providing positive and safe
working environment to employees for making them comfortable at work place. Along
with this, they have also provided job security to permanent employees that they will not
be fired without any major mistake. This will motivate employee to work with Marks and
Spencer for longer period of time. This practice is beneficial for the employee as they are
having safe working environment and the security of not been fired from the
organisation. Along with this, the main benefit of this for M&S is, it will help them in
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making a powerful and experienced work force in their organisation. As job security help
in increasing the number of loyal employees in their organisation, which can work and
can give their best for increasing profitability of M&S. Extensive training : This practice of HRM include on the job and off the job training
methods, in which HR manager of Marks and Spencer will provide regular based training
to its existing as well as new employees for improving their skills so that they could
perform their job responsibility in effective manner. This will ultimately improve work
performance of employee and make them realise that their efforts are contributing in
attaining organisational goals and objectives within less period of time. Training helps in
enhancing their skills and area of expertise of employees in M&S. On the other hand, this
will be beneficial for the employers in employee retention, therefore this can enhance the
productivity of the organisation. This will M&S by improving the skills of their
employees, which will help them in production and selling of different products in very
effective manner. This all increase the turn over of organisation and lean them in gaining
extra profitability.
 Proper compensation : This practice of HRM include reward method, in which HR
manager of Marks and Spencer should focus on providing salary, additional incentive,
compensatory amount, overtime and additional benefits to employees on time in order to
boost up their morale. It can be said that financial motivation is the best way by which
Marks and Spencer could influence interest employees to remain loyal with the company
for longer period of time. This practice is beneficial for the employees as they getting
reward and increment in their incentives. On the other hand, this is also beneficial for the
employers as they can motivate their employees in achieving their targets so that the
profitability and productivity of an organisation can be increased. This also help
employees in getting the most efficient pay for their work which is necessary for them
according to their work. By which, the interest of employees in M&S and working of
them get increased and they start giving their best in different operations. This all lead
M&S in gaining additional profitability.
As per the above specified different HRM practices, it has been analysed that these
function will help Marks and Spencer in overcoming issues related to employees’ turnover.
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4. The approach to and effectiveness of employee relations and employee engagement.
Employee relations and engagement: a collaborative approach
This approach states that employees’ relations and engagement are essential for the
success of the organization. When the employees are effective in M&S, it results in fewer
conflicts and assist organization in achieving the targets (Lu, Zhu and Bao, 2015). Good
employee relations will lead to engagement of employees as a type of collaborative working and
leads to generation of new ideas which aid M&S to achieve more profits and higher customer
and employee retention towards the company.
Effectiveness of Employee relations and engagement:
1. This helps the M&S in maintaining effective employee relations as well as reduces
conflicts and increases moral of the employees to perform their task effectively.
2. This approach also helps the company in collaborative working which leads to generation
of new ideas and helps to attain goals of the organization.
3. This also help M&S that they explain the roles and responsibilities to employees in
effective manner, so that they can give their best performance.
Flexible organization: The structure of flexible organization can easily be adopted by the
employees to fulfill the customer needs and takes immediate decisions when necessary and
complete their task, in order to achieve the organizational goals. Flexible Working Practices: This is a strategic tool which M&S can use to improve the
productivity and performance of company by providing flexible and compressed working
hours, sharing of work responsibility which assist the employees to engage towards their
work and achieve the targeted goals.
 Employment Security : In this, the job of employees are secured. In this no organization
has the right to fired any employee without any reason. While hiring an employee, there
is a legal document which is to be signed by the employee in order to have an bond with
the organization. This practice can help an organization in respect that the employee
cannot resign before completing that bond and on the other hand, the employees has the
benefits that they have the job security till the bond is completed. This practice can help
in increasing the profitability and productivity of the organization, as by this the company
can retain their employees.
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Employees are such valuable asset for a company that organisation itself does not want to lose
them as they help in achieving their business goals and objectives. If the organization are having
positive relationship with their employees then that firm is very close to achieve their targeted
goals. The employees of M&S are performing their task effectively and efficiently, so for this, it
is the responsibility of the HR manager of M&S to compensate them with reward. Along with
this, due to positive relations with employees, organisation have the benefit that whatever
decisions HR take is totally acceptable by the employees without any disputes and also this
represent a positive environment at working place. Some of the benefits of employee relations
influencing HRM decision-making are -
 The HR of M&S includes the employees of their organisation in decision making process
as after this, they are only one whose work will be affected most.
 The good and strong relationship with the staff can helps HR manager to understand their
basic needs and requirements. After understanding the need of staff, the HR manager of
M&S can easily take the decisions which are beneficial for the employees as well as for
the organisation too.
 The strong relationship between employees and HR manager can reduce the chances of
disputes and conflicts.
 This also help M&S by increasing the employment engagement in decisions making for
organisation, so that the interest of employees get enhanced.
Thus, this has been observed that HR manager of M&S should focus on building their
positive relationship with their employees in order to take effective decisions for organizational
growth.
HRM practices
Human resource is a function of an organization which deals with recruitment, selection
as well as training of employees in order to motivate them. This function of M&S company is
responsible for achieving goals and objective of organization as well as conduction business
activities in effective and efficient way. There are various HRM practices which will help in
maintaining strong relationship with employees and boasting their morale.
Hiring employees: This practice of human resource management play a crucial role in
accomplishing objectives of organization. Hiring capable and potential employees for conducting
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activities of organization. By recruiting and selecting employees with right skill as well as
placing them at right position will lead to enhancing productivity of M&S company.
Training and development: There are various methods through which M&S company
can train its employees. Training and development of staff members will help in motivating them
as well as developing a sense of belonging with company. It will help in enhancing skills and
ability of employees and performing task in effective and efficient manner.
Managing relationship: Human research practices is very important in managing and
developing strong relationship with employees. It is very helpful in solving issues or problems
faced by staff members as well as providing positive work environment.
5. Key aspects of employment legislation within which the organization must work.
Employment law and compliance describes the legal framework within the Mark &
Spencer where company operate in their treatment of employees. Employee must follow the
rules and regulation of the company so that they are able to know about their policies. Laws and
regulation must be covering the wide range of human resource practices including health and
safety, labour relation and compensations. So that organization can work easily with these keys
aspect of employment legislation. On the other hand, employee legislation is a law which
governs the employment within the company with all who are working there. The role of
employment of law is to ensure that identify who can or cannot be employed. It depends upon
the company that how they are offered a job and treated their employees in the process of
engagement.
Therefore, M&S uses Equality Act 2010, which provides equal employment opportunity
for everyone seeking job so that employees can easily engage in the company. Organization also
gives working time regulation that depends upon the fixing working hours. Through this,
employees can complete their work within a given period of time and they can feel relaxed by fix
working hours. Company also provide social security, welfare, safety and health so that
employees are ready to good work within an organization. It also uses Employment Rights Act,
1999 and 2003, in which it provides good working conditions for employees so they can work
easily in the industry without any hassle and also able to share their idea, thoughts with each
other. This impact is quite good on decision making because it helps to the organization in
making good laws and regulation regarding their employees. Wages and compensation are plays
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a vital role in employment legislation Minimum Wages and Hours Act, because it ensures to
employee to receive clear pay in a good manner. So that the law requires to pay time and one
half's workers regular pay for any overtime working hours.
6. Evaluation of employee legislation and its impact on HRM decision making
Employment legislations is refers with the size of an organisation, and the small firms are
excluded from these regulations. These rules and regulations are need to be consider because
they influence the decisions making process of the organization. Thus, in the relation with M&S,
HR department has incorporated certain laws which are as follows -1. Minimum Wages and Hours Act : This act was profound in the year 1998. This act is all
about ascertaining that how much the employee are going to be paid for their work and
what are their fixed working hours. For setting the fair labor and employee payment
system, it is required that the company should follow standard rate policy which is set by
government. This strategy can help the company to motivate their employees and can
increase their morale support. The rules of law are that each employee should be paid as
per their working performance. Anti Discrimination Act, 1991 : It is a seventh title of Civil Rights Act, 1964, This act
states that an applicant cannot be rejected on the basis of their skin colour, race, religion,
gender etc. The employee who is operating their business operations since 20 weeks and
having more than 15 employees in their organisation on payroll must consider this act
while hiring new candidates.
 Equality Act 2010 : This is the act which was profound in the year 2010, with the help of
this law, regulatory bodies of UK have successfully eliminated all unethical actions
which takes place within the working environment (Discrimination, 2019). This act is ll
about treating all employees equally in the organization, the men and women must be
treated equally and should be paid according to their working performance, not as per
their gender or race, etc.
Hence, employee relations and legislation regulate various laws and regulation for employees
and employer in the organization. Such laws and regulations enables M&S to carry it business
honestly. The Managers of M&S should adopt the above employment laws in order to carry
business efficiently and effectively, so that they can enhance organization growth and can attain
the targeted goals.
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The internal factors that affect employer-employee relations.
1. Good communication – Good and effective communication is necessary in an
organization as this is the building block of a firm. Through this, the strong relationship is
created between employees and employers, and the effective communication also leads to
strong teamwork, by this the employees are able to work in coordination. This factor is
beneficial for the employers as by this the plans and policies made by them are
effectively managed by the employees.
2. Employee Involvement Programs – In this factor, the employee are getting involved in
different activities of their organization. The manager are interacting with their
employees and the employees are getting benefits of that their presence means a lot to
company, the manager of a company is getting interact with each employee, by this they
can easily attain the business goals.
7.Illustrate the application of HRM practices in a work-related context, using specific examples
M&S have used following document to find out best suitable person for the specific job
position.
Application of HRM practices in M&S: The employees number is large in M&S. Therefore, it
becomes essential for company to manage people in much more effective sense so that their
performance do not decrease at workplace. Application of this system for workforce will lead
M&S to achieve departmental objectives, aid in delivering regular coaching which will directly
put positive impact on skills and ability of employees.
Job description – Job description is a formal account with all the responsibilities of an employee.
Job Description
Job Details
Post: Sales manager
Company : M&S
Job Purpose : Applications are invited from dynamic and energetic candidates those who will
be responsible for supervising and organizing our sales team and taking care of all the products
of M&S.
Roles & Responsibilities
 The applicant should be able to achieve growth and targets by successfully managing
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the sales team
 The applicant must be aware about the new products launched in the market and also
identify the information of existing market.
 The applicant should promote strong customer relationships by dealing with them and
understanding their needs and requirements.
Person Specification – This can be referred as description of the qualifications, skills,
experience, knowledge and other attributes which a candidate must possess to perform the job
responsibilities.
Person Specification
Post : Sales manager
Department : Sales department
Key: This show that what is required when like an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable Application
Form
Interview Role
Qualification
&
Experience
Bachelor
degree in
business or
in any other
field.
Experience in
customer
relationship
management
and in
planning &
implementing
sales
strategies.
The
application
form contains
the details of
where do the
applicant find
out this
position.
The interview
of a sales
manager is the
most
challenging
interview
because the
interviewers
will have the
high
expectations
for the
persuasive
The role of
sales manager
is to motivate
and advise
their
employees in
improving
their
performance.
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powers.
Skills or
knowledge
Excellent
written
and verbal
communicatio
n skills.
Ability to lead
a sales team.
The personal
information is
required in
this form such
as name,
Contact no.,
Email, etc.
The applicants
must be able
to answer all
the questions
asked in the
interview.
The role of
sales manager
is to guide
their
employees to
attain their
goals through
effective
planning.
Profile of two Prospective Candidates
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Creation of Structured Interview - As per the above stated Job advert, HR manager of Marks
and Spencer can easily attract huge number of applicant. This Job Advert can be place in
newspaper and on websites. After that, for conducting an interview round a questionnaire
will be required by the human resource manager for selecting a deserving and appropriate
candidate.
 How you can increase the sale of our company?
 What are the role and responsibilities of a Sales manager?
 How you will build strong relationship with your customers?
 Skills that makes you a better deserving candidate for this job profile?
Job Offer Letter
Mr./Ms.LastName
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
Our company M&S is pleased to offer you for the position of Sales manager. Please undergo
with the terms and conditions of the company which are mentioned above for your awaited
employment with us.
As we have already mentioned that the date of joining will be 1st march, 2019 or another
mutually agreed upon date, and you would report to HR manager of our company.
If you accept this offer then please let us know as we would like to have your response by 25 th
February, 2019. If you have any query, then please feel free to contact HR manager via email or
phone at 8897548654, if you have any questions.
We are all looking forward to having you on our team.
Best regards,
First-name,Last-Name
Director,Human-Resources
M&S
____________
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I hereby accept the HR Consultant, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
8. Evaluate the use of technology on improving the recruitment and selection process.
There have a great use of technology and social networking tools to improve the
recruitment and selection process, which is as follows :
 Technology helps the M&S to get most valuable applicant from some wider
opportunities.
 Technology can help the M&S in hiring the applicants from the online sources by using
various software which are specifically formulated for recruiters.
 In today time, interviews are conducting through videos conferencing, as this saves a lot
of time of the organisation and by this they can recruit the talented applicants.
 Digital technology is used as this select appropriate candidates faster, therefore saves a
lot of time and cost .
 Technology increases the productivity of the business as technology has made easier to
test skills and competency levels of the individuals performing the job.
CONCLUSION
From the above report, it has been concluded that HRM plays crucial role in managing
and handling the entire workforce of business organisation. The HRM purpose is to enhance
productivity by optimizing effectiveness of individuals in organization. The prime duty of
employees is to recruit the best and suitable candidates for the organisation. Through recruitment
and selection method, a company can easily find out the highly skilled suitable employees for
their profile. Some HRM practices are also have been discussed, which helps in increasing the
productivity of the organisation. Along with this, employee legislations are also discussed as this
is essential to be consider because this can have an impact on the decision-making of company.
At last by making job description and person specification, company can easily be able to recruit
right person for right job.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession(pp. 15-38). Routledge.
Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
Routledge.
Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
performance: The mediating role of innovation in China.Industrial Management & Data
Systems.115(2). pp.353-382.
Online
Discrimination. 2019. [Online]. Available through:
<https://www.sheffield.ac.uk/hr/equality/focus/equalityact/types>
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