Management - Business Issues and the Context of Human Resources

Management 1
Business Issues and the context of human resources

Management 2
Contents
Introduction......................................................................................................................................3
Analysis of internal forces used to shape the HR agenda................................................................4
Summary of different external factors.............................................................................................6
Comparing of environmental analytical tools..................................................................................9
Summary of key stages of strategy formulation............................................................................12
Different ways which is measured in the organization for different purposes..............................15
Internal and External Data used in planning..................................................................................17
Conclusion.....................................................................................................................................19
References......................................................................................................................................21

Management 3
Introduction
This report is made in regards to analyse the business issues in the overall process. The several
aspects related to the human resources in the business will be described in this report. The HR
role in the business will be analyzed in this report. The HR include several forces that used to
improve the business strategies and the business issues. There are various factors and external
factors included in the HRM process and this process manage the overall business. The
description of environment analytical tools will also be described in this report. The HR agenda
is one of the important agenda of the business and this process needs to be used in the business
for the different process. The HR strategy formulation and implementation are important for the
business issues and the summary of these aspects will be included in this report. The strategic
objectives and stakeholder expectations are included in this report.
The business performance is measured in the organization for different purposes and this can de
defines in this report. The various role of HR in the accountability will be briefly described in
this report. The planning of data is also necessary in the business aspects and this planning will
be briefly described in the report. The HR resources are too effective and important in the
business planning that is briefly described in this report.

Management 4
Analysis of internal forces used to shape the HR agenda
The internal forces are too important for the overall process of the business and these forces are
used to shape the future of the HR agenda and make the HR process proper in the overall
business planning. There are several internal and external forces that currently used in shaping
the HR agenda. The main internal forces used to shape the HR agenda includes the labor market,
supply and demand, skill shortages, employment law and competition.
HR department of the business need to adopt these forces to maintain the overall activities of the
human resources and manages the employees working currently in the organization [1]. HR
should anticipate these strategies and the applied the change management strategies. The
increased competition implies the uncertainty and unpredictability in the organization and it
manage the different aspects of the business. The different policies and practices are used in the
business to improve the overall disadvantages occurred due to the increasing in competition [2].
Th several approaches are used to analyse the internal forces that shape the HR agenda. The
labor market affect HR practices and manage the overall agenda of HR, supply and demand is
also necessary in managing the HR practices, law of employment is also necessary for the
management of HR and competition affect the HR practices.
For example, the structure of HR function is used to define the internal forces of the HR
business. HR structure needs to analyse the overall internal forces that shape the HR agenda. All
the internal forces are used to analyse by the HR structures In the HR structure the person
includes HR director, recruitment manager, development manager and several other process [3].
Apart from the HR structure and function, several HR strategies are also use the internal forces
1 Tarique, I., Briscoe, D.R. and Schuler, R.S., International human resource management:
Policies and practices for multinational enterprises. 2015.Routledge.
2 Gannon JM, Roper A, Doherty L. Strategic human resource management: Insights from the
international hotel industry. International Journal of Hospitality Management. 2015. May
1;47:65-75.
3 Hollenbeck JR, Jamieson BB. Human capital, social capital, and social network analysis:
Implications for strategic human resource management. Academy of Management Perspectives.
2015. Aug;29(3):370-85.

Management 5
to analyse the different aspects of the HR function. Mainly the HR strategies are of two types
that is general strategies and specific strategies. The general strategies include high performance
working and the specific strategies include various aspects used in the HR management process
like learning and development. The HR strategies are also used the internal forces to manage the
various features of the HR management. The human resource strategy maintains the overall plan
for managing the human capital to align with its business activities [4].
The several strategic objectives of HR are also used in the analysis of internal forces that are
used to shape the future of the HR agenda. The common strategic objectives of human resource
are to ensure the workforce of the business which is capable to meet the needs of the employees.
The human resources are need to maintain the objectives of HR. As HR planning is one of the
main objectives of the business and the strategic objectives of HR need to manage the overall
planning of the business. The other important example related to the analysis of the internal
forces includes the stakeholder expectations [5].
The expectations of stakeholder are important for the growth of the business and it also included
in the HR management practices. There is a proper process that manages the stakeholders which
includes the activity of communicating with stakeholders and manage their needs and
expectations. This process is responsible for addressing the issues, resolve conflict situations and
needs to achieving the overall goals of the project. The stakeholder’s expectations also play an
important role in the internal analysis of forces that shape the agenda of the HR practices.
4 Pareek U, Rao TV. Designing And Managing Human Resource Systems, 3/E. Oxford and IBH
publishing; 2015. Jun 30.
5Jiang K, Lepak DP, Hu J, Baer JC. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 2012. Dec;55(6):1264-94.

Management 6
Summary of different external factors
To analyse the various external factors that impact the overall performance of the organization
and also impact the HR function of the organization. To analyse the externa factors, the pestle
analysis is sued which defines all the factors that impact the organizational performance in a
large manner.
Pestle Analysis is described below-
 Political Factors
The externa political factors impact the overall organization and their activities in a proper
manner. Organization are governed by the changes that are introduced by the government, the
European Union and other bodies. The government intervention affects the overall performance
of the organization and also impact the HR function of the business [6]. The HR department of
business is also impacted by the changing regulations of the business. The involvement of
political parties in the business affect the performance of the business and the HR practices.
 Economic Factors
The overall economy of the country also affects the performance of the organization and also
impacts the HR function of the business. The economic climate gives the big impact on the
several operations of an organization. It determines the inflation rate, exchange rate, levels of
employment and several other. By the economic interest the overall performance of the
organization gets affected and also affect the HR functions in the business [7]. The globalization
in the business increases the competition and it affect the overall work and also affect the current
market. The economic changes can be managed by the organization.
6 Buller PF, McEvoy GM. Strategy, human resource management and performance: Sharpening
line of sight. Human resource management review. 2012. Mar 1;22(1):43-56.
7 Jiang K, Lepak DP, Han K, Hong Y, Kim A, Winkler AL. Clarifying the construct of human
resource systems: Relating human resource management to employee performance. Human
resource management review. 2012. Jun 1;22(2):73-85.

Management 7
 Social Factors
The societal factors also affect the performance of the business and also impact the HR functions
in the business. The social factors play an essential role in the process of the workforce. An
aging population, immigrant workers and family structures are main issues that affect the HR
function of the business and these processes also retail the employees of the business. Some of
the factors of the society are used to attract new candidates in the different aspect of the business
[8]. The performance of the organization gets affected by the social aspects and it also impact the
HR planning.
 Technological Factors
The technology developments are also improving the overall performance of the organization as
the work becomes easier by implementing the various technologies in the business process. The
development of technology continuously affects the organizations and create many opportunities
for the business. The HR functions also becomes easier by using the technological factors. The
implement of new system and machinery also improve the overall performance of the business
[9]. By using the technology, the profit can also increase and it manages the growth of the
business. HR functions also becomes easier by adopting the technological advancements.
 Legal Factors
The different laws and regulations are also used to manage the overall performance of the
business. Organizations must comply with the rules and regulations to affect the HR functions
and other aspects of the business. The laws and rules apply in the HR process and also manage
the performance of the organization. The rules and regulations affect the different aspects of the
HR and the whole business process [10]. Heavy fines get be imposed if the companies not follow
8 Hendry C. Human resource management. Routledge; 2012. Sep 10.
9 Ehnert I, Harry W. Recent developments and future prospects on sustainable human resource
management: Introduction to the special issue. Management revue. 2012. Jan 1:221-38.
10 Pieper R, editor. Human resource management: An international comparison. Walter de
Gruyter; 2012. Oct 25.

Management 8
the regulations. The legal factors sometimes create the negative effects on the employee
performance and create many problems.
 Environmental Factors
The environmental factors need to be sustainable and ethical. As the environment factors are
also responsible for the managing the organizational performance. The HR practices gets
impacted by the environmental factors as due to the environmental factors the nature of
employees also get distracted [11]. The environmental factors include in this process is the
recycling of products, climate change and disposal of industrial waste. The changes in the
environment affect the performance of the organization and maintains the HR function
planning in the different process of the business. All the factors create many affects on the
HR and other employment activities.
11 Wang CH, Chen KY, Chen SC. Total quality management, market orientation and hotel
performance: The moderating effects of external environmental factors. International journal of
hospitality management. 2012. Mar 1;31(1):119-29.

Management 9
Comparing of environmental analytical tools
The environmental analytical tools are used to analyse the environmental factors that impact the
overall organizational performance. The environmental analytics tools are of several types which
includes swot analysis, pestle analysis and porters five forces. This comparison affects the
overall process of the business and the other HR functions [12]. This process gives several aspects
related to the analysis of environment. The Swot and Pestle analysis are used to do the
comparison of the environmental analytical tools. Both are used to analyse the environmental
aspects related to the business performance and the HR functions. The SWOT and Pestle both
tools are used to analyse the business environment but it is important for the business to decide
the difference between both the tools as per the perspectives of the organization [13]. The
important strategic decisions are easily taken by the business by using these tools. The
comparison among these two processes are discussed below-
SWOT Analysis PESTEL Analysis
 SWOT analysis is used to analysis the
strengths, weakness, opportunities and
threats of the business.
 SWOT is used to evaluate the internal
environment of the company by
identifying the strengths and weakness
and also the external environment by
analyzing the opportunities and
threats.
 The organization achieves the proper
 PESTEL analysis is used to analyse
the external factors of the business
that impact the different activities of
the business.
 The PESTEL is only used to analyse
the external environment of the
business.
 The different factors of PESTEL used
to analyse the different factors that
impact the overall business
12 Vanderstraeten J, Matthyssens P. Service-based differentiation strategies for business
incubators: Exploring external and internal alignment. Technovation. 2012. Dec 1;32(12):656-
70.
13 Garavan TN, Carbery R, Rock A, Kucherov D, Zavyalova E. HRD practices and talent
management in the companies with the employer brand. European Journal of training and
Development. 2012. Jan 27.

Management 10
development by analyzing the
strengths and the factors that recue the
weakness of the organization.
 The risks included in the business is
also analyzed by the proper
identification of threats that affect the
business environment.
 The company expanded its business in
the market by identifying the
opportunities in the market [14]. The
opportunities provide several benefits
to the business.
 SWOT is used to evaluate the internal
and external environments that gives
the large impact on the business.
 SWOT analysis is also used to analyze
the current market position of the
company.
 SWOT is used to interpret the internal
and external evaluations related to the
business activities.
performance.
 Political factors express the impact of
the political parties on the business
and other political factors that
influence the various business
operations.
 Economic factors create the several
changes like change in the inflation
rates, interest rate and arising the
competition in the overall business
environment. The changes in the
foreign currency rates directly impact
the business imports and exports.
 All the factors included in PESTEL
analysis is depend on the externa
factors itself.
 Social factors affect the perceptions of
customers that gives positive and
negative impact on the organization.
All the customer preferences changes
as per the time. It affects the overall
social factors of the business [15].
 Technological factors include the
various effects of the business
achieved by the technology and use of
14 Virakul B. Global challenges, sustainable development, and their implications for
organizational performance. European Business Review. 2015. Jun 8.
15 Adeleke¹ AQ, Bahaudin AY, Kamaruddeen AM. A partial least square structural equation
modeling (PLS SEM) preliminary analysis on organizational internal and external factors
influencing effective construction risk management among Nigerian construction industries.
Rev. Téc. Ing. Univ. Zulia. 2015. 38(143):143-55.

Management 11
advanced technologies in the business.
 PESTEL analysis is used to analyse
the impact of the external factors on
the business operations [16].
 The effect of external factors in
expanding the business operations are
also done by the Pestle analysis [17].
16 Mu J. Marketing capability, organizational adaptation and new product development
performance. Industrial Marketing Management. 2015. Aug 1;49:151-66.
17 Noe RA, Hollenbeck JR, Gerhart B, Wright PM. Human resource management. Gaining a
Competitive. 2015. Jul 13.

Management 12
Summary of key stages of strategy formulation
The strategic management is one of the important process in the organization and it is used to
manage the strategies formulation and implementation. There are various stages that are used in
the strategy formulation and strategy implementation [18]. With the formulation of strategies, the
implementation is also important. The various stages of the strategy formulation and
implementation includes:
 Clarify the vision
The strategy is used to analyse the vision for the business. In this process, the short and
long-term objectives are included, process to complete the objectives and customize the
process of staff are included. These process helps to analyse the vision of the business.
 Collect the important information
Analysis of the information is a key stage that impact the business strategies. In this the
proper information will be gained that gives the information related to the further two
stages. The data collected in this stage is used to shape the vision of the business [19].
The several needs of the business entity will also be included in the
 Formulate a strategy
This is the stage used to formulate a strategy by the information collected in the above
stage. The different goals and objectives of the strategic management is included in this
stage. The different issues faced by the company are prioritized for achieving the success
[20].
18 Úbeda R, Alsua C, Carrasco N. Purchasing models and organizational performance: a study of
key strategic tools. Journal of Business Research. 2015. Feb 1;68(2):177-88.
19 Cascio WF. Managing human resources. New York: McGraw-Hill; 2015. Jan 23.
20 Fred M, Kinange U. Overview of HR Analytics to maximize Human capital investment.
International Journal of Advance Research and Innovative Ideas in Education. 2015. 1(4):118-
22.

Management 13
 Implement the strategy
After formulating the strategy, the implementation of strategy is also included. The
successful implementation of strategy is used to manage the business venture. This is one
of the important stages of the strategic management. The strategic implementation is
included in this process.
 Evaluation and controlling process
After the implementation of the strategy, the evaluation and controlling of the strategy
takes place. The evaluation of the strategy is also important as it includes the
performance measurements [21]. The several internal and externa issues are also
monitored in this process.
21 Frischknecht R, Wyss F, Knöpfel SB, Stolz P. Life cycle assessment in the building sector:
analytical tools, environmental information and labels. The International Journal of Life Cycle
Assessment. 2015. Apr 1;20(4):421-5.

Management 14
In all the above stages, HR plays an essential role and performs different function in each of the
stages. In the process of clarifying the vision, HR helps the other operations to analyze the proper
vision in which employees also get satisfaction in the process. The goals of the organization
need to be mentioned by the HR. In the other stage of collecting information, HR improves the
quality of data that can be analyzed. HR is able to collect the proper and correct information
related to the organizational strategies. HR also performs the role in the formulation of the
strategy [22]. As this step include the proper analysis and this analysis is done by the HR
management. HR performs various roles in the various strategies of the organization. HR gives
the proper direction in the business process. In the implementation of strategy, HR performs the
role to analyse the success of the business venture. The new structure used in this business is
only implemented by the HR management [23]. In the process of evaluation and control, HR
used to evaluate the betterment of the strategic management and also helps to analyse the several
issues of the organization.
Apart from these roles, HR also performs the different roles in the business ethics and
accountability. HR is responsible for key systems and processes in which all the messages related
to the ethics are successful delivered. The function of HR and ethics works together and it
develops the employee incentive systems [24]. The HR maintains the ethical behaviors of the
employees.
HR also performs its role in the accountability process as the accountability is the place that
includes actions and decisions for the overall business. HR used to direct the flow of the people
and the flow of the information. HR needs to maintain the accountability in the business.
22 Nowack B, Baalousha M, Bornhöft N, Chaudhry Q, Cornelis G, Cotterill J, Gondikas A,
Hassellöv M, Lead J, Mitrano DM, von der Kammer F. Progress towards the validation of
modeled environmental concentrations of engineered nanomaterials by analytical measurements.
Environmental Science: Nano. 2015. 2(5):421-8.
23 Ramsey CB, Housley RA, Lane CS, Smith VC, Pollard AM. The RESET tephra database and
associated analytical tools. Quaternary Science Reviews. 2015. Jun 15;118:33-47.
24 Welch CL, Welch DE. What do HR managers really do?. Management International Review.
2012. Aug 1;52(4):597-617.

Management 15
Different ways which is measured in the organization for different purposes
There are various ways by which the business performance is measures. The measurement of
business performance is too important and essential for the overall process of the business. There
are various methods by which organization performance can be measured.
Table of different performance measurement tools are discussed below-
Performance Measurement Tools
Uni-dimensional Multi-dimensional
Traditional Methods Balance Scorecard
Net Economic Value Performance Pyramid
Return on Investment Performance Prism
Earnings Per Share Public Sector Value Model
Among all the methods mentioned in the table, the mostly used tool is balance scorecard. This is
one of the famous tools that determine the performance of the organization in a proper manner.
Balance Scorecard is a process that includes the qualitative and quantitative performance
indicators that shows the competitiveness of the organization [25]. The stakeholder expectations
25 Ulrich D, Younger J, Brockbank W, Ulrich M. HR talent and the new HR competencies.
Strategic HR Review. 2012. Jun 15.

Management 16
can also analyze in this process. All the strategy goals can be achieved by using the balance
scorecard. This tool used four areas for measurement that includes financial, customer, internal
business process and learning and growth [26]. All of the process can be mainly be measured by
using balance scorecard. This process can be measured by the HR function and it impact the
performance of the overall organization.
Role of HR in business planning
The HR plays a vital role in the overall business planning as the business planning is too
important and effective in the organization. As the business planning is the heart core of the
business so the HR analyse the overall employee performance, productivity and effectiveness of
the organization. The business planning is one of the important methods of the business and the
HR used to make the proper business plan for attaining the proper benefits of the business [27].
HR also used to demonstrate the business culture and it also demonstrate the retention of the
business.
Role of HR in Chang management
Chang management is one of the important tasks of the business. HR professionals performs the
different roles in the change management. HR supports the overall employees to deal with the
changes occurred in the business process. HR leaders align with the change management,
prioritize the communication, assess the different risk and provide special support to the
business. HR professionals performs the different role in managing the change as the change
management is too effective in the business [28]. The change management program is important
26 Obeidat BY. The relationship between human resource information system (HRIS) functions
and human resource management (HRM) functionalities. Journal of Management Research.
2012. 4(4):192-211.
27 Phillips JJ, Stone R, Phillips P. The human resources scorecard. Routledge; 2012. Jun 25.
28 Kearns P. HR strategy: business focused individually centred. Routledge; 2012. May 16.

Management 17
process and HR plays an essential role in managing the change process. They maintain the
effective management activities that are used for the change management. HR department
improve the overall performance of the business in change management and guide the employees
about the change implemented in the organization. The HR professionals motivated the
employees to settle the change process and these professionals plays a significant role in the
change management process.

Management 18
Internal and External Data used in planning
In the overall planning of the organization, the data also plays an essential role. The internal and
external data are too effective and important in the business process. These data are used in the
process of HR planning and make the planning better by collected important data. The internal
and external data are important in the planning of the business and it improves the overall
process of the organization. HR uses the data to make the better decisions of HR and evaluate the
business management issues in a proper manner [29]. The data is also used in taking the decisions
related to the matters of the people. The company achieve its effectiveness by using the data in
the planning.
HR planning is one of the important process of planning that is used to achieve the most valuable
asset of the organization. The internal and external data is sued for the HR planning and it helps
to maintain the strategic business. Data are used in the HR analytic process. Internal data is the
information collected within the business and include the areas such as operations, finance,
personnel and maintenance. External data comes from the market, including customers and
competitors. There are several examples that shows the sources of externa data. The internal and
external data are used for the achievement of proper planning. Externa data is collected by the
purchase orders from the sales team and inventory management.
The decision-making process of HR planning can be achieved by the external and internal data
sources. The overall data is too important and too effective in the overall planning of human
resources. The several types of data are qualitative and quantitative and it gives the information
related to the business process [30]. The HR makes the proper planning in the organizations and
HR create the effectiveness in the organizations. The overall satisfaction can be achieved by the
proper process of planning. The employee morale and motivation can be achieved by the use of
the data in the HR planning. The lack of training affects the overall process of the HR planning.
Although, the overall process of the data can be majorly used in the planning process. The data
29 Aggarwal N, Kapoor M. Human resource information systems (HRIS)-Its role and importance
in business competitiveness. Gian Jyoti E-Journal. 2012. Jan;1(2):1-3.
30 Chow IH. The roles of implementation and organizational culture in the HR–performance link.
The International Journal of Human Resource Management. 2012. Sep 1;23(15):3114-32.

Management 19
used in the different activities like retention of the employees, building global leadership and
improve employee learning. Th HR planning is too effective in the overall process and the data
sources plays an essential role in the overall process of planning [31].
Organizations monitor the overall cost, data and performance of the employees. The external and
internal data are collected to manage the overall planning in the process [32]. The data is too
effective and important in the business and it improves the overall process of the business in a
proper manner.
31 Sarvaiya H, Eweje G, Arrowsmith J. The roles of HRM in CSR: strategic partnership or
operational support?. Journal of Business Ethics. 2018. Dec 1;153(3):825-37.
32 Kepczynski R, Jandhyala R, Sankaran G, Dimofte A. Integrated Business Planning.
Management for Professionals. 2018.

Management 20
Conclusion
From the above report, the several aspects of HR planning have been evaluated that defines the
different forces and facts related to the HR management of the business. The role of HR in the
business has been analyzed in this report. The HR include several forces that used to improve the
business strategies and the business issues. The business performance is measured in the
organization for different purposes and this can de defines in this report. The various role of HR
in the business ethics and accountability has been briefly described in this report. HR department
of the business need to adopt these forces to maintain the overall activities of the human
resources and manages the employees working currently in the organization. HR should
anticipate these strategies and the applied the change management strategies.
The several strategic objectives of HR are also used in the analysis of internal forces that are
used to shape the future of the HR agenda. The common strategic objectives of human resource
are to ensure the workforce of the business which is capable to meet the needs of the employees.
To analyse the various external factors that impact the overall performance of the organization
and also impact the HR function of the organization. The societal factors also affect the
performance of the business and also impact the HR functions in the business. The social factors
play an essential role in the process of the workforce. The different laws and regulations are also
used to manage the overall performance of the business. Organizations must comply with the
rules and regulations to affect the HR functions and other aspects of the business.
The environmental analytical tools are used to analyse the environmental factors that impact the
overall organizational performance. The environmental analytics tools are of several types which
includes swot analysis, pestle analysis and porters five forces. SWOT is used to evaluate the
internal environment of the company by identifying the strengths and weakness and also the
external environment by analyzing the opportunities and threats. The strategic management is
one of the important process in the organization and it is used to manage the strategies
formulation and implementation. There are various stages that are used in the strategy
formulation and strategy implementation. In all the above stages, HR plays an essential role and
performs different function in each of the stages. In the process of clarifying the vision, HR helps
the other operations to analyze the proper vision in which employees also get satisfaction in the
process. The goals of the organization need to be mentioned by the HR. In the other stage of

Management 21
collecting information, HR improves the quality of data that can be analyzed. The data used in
the planning has been described in this report. The summary of the key stages has been briefly
described in this report.

Management 22
References
Tarique, I., Briscoe, D.R. and Schuler, R.S., International human resource management:
Policies and practices for multinational enterprises. 2015.Routledge.
Gannon JM, Roper A, Doherty L. Strategic human resource management: Insights from the
international hotel industry. International Journal of Hospitality Management. 2015. May
1;47:65-75.
Hollenbeck JR, Jamieson BB. Human capital, social capital, and social network analysis:
Implications for strategic human resource management. Academy of Management Perspectives.
2015. Aug;29(3):370-85.
Pareek U, Rao TV. Designing And Managing Human Resource Systems, 3/E. Oxford and IBH
publishing; 2015. Jun 30.
Jiang K, Lepak DP, Hu J, Baer JC. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 2012. Dec;55(6):1264-94.
Buller PF, McEvoy GM. Strategy, human resource management and performance: Sharpening
line of sight. Human resource management review. 2012. Mar 1;22(1):43-56.
Jiang K, Lepak DP, Han K, Hong Y, Kim A, Winkler AL. Clarifying the construct of human
resource systems: Relating human resource management to employee performance. Human
resource management review. 2012. Jun 1;22(2):73-85.
Hendry C. Human resource management. Routledge; 2012. Sep 10.
Ehnert I, Harry W. Recent developments and future prospects on sustainable human resource
management: Introduction to the special issue. Management revue. 2012. Jan 1:221-38.
Pieper R, editor. Human resource management: An international comparison. Walter de Gruyter;
2012. Oct 25.
Wang CH, Chen KY, Chen SC. Total quality management, market orientation and hotel
performance: The moderating effects of external environmental factors. International journal of
hospitality management. 2012. Mar 1;31(1):119-29.

Management 23
Vanderstraeten J, Matthyssens P. Service-based differentiation strategies for business incubators:
Exploring external and internal alignment. Technovation. 2012. Dec 1;32(12):656-70.
Garavan TN, Carbery R, Rock A, Kucherov D, Zavyalova E. HRD practices and talent
management in the companies with the employer brand. European Journal of training and
Development. 2012. Jan 27.
Virakul B. Global challenges, sustainable development, and their implications for organizational
performance. European Business Review. 2015. Jun 8.
Adeleke¹ AQ, Bahaudin AY, Kamaruddeen AM. A partial least square structural equation
modeling (PLS SEM) preliminary analysis on organizational internal and external factors
influencing effective construction risk management among Nigerian construction industries.
Rev. Téc. Ing. Univ. Zulia. 2015. 38(143):143-55.
Mu J. Marketing capability, organizational adaptation and new product development
performance. Industrial Marketing Management. 2015. Aug 1;49:151-66.
Noe RA, Hollenbeck JR, Gerhart B, Wright PM. Human resource management. Gaining a
Competitive. 2015. Jul 13.
Úbeda R, Alsua C, Carrasco N. Purchasing models and organizational performance: a study of
key strategic tools. Journal of Business Research. 2015. Feb 1;68(2):177-88.
Cascio WF. Managing human resources. New York: McGraw-Hill; 2015. Jan 23.
Fred M, Kinange U. Overview of HR Analytics to maximize Human capital investment.
International Journal of Advance Research and Innovative Ideas in Education. 2015. 1(4):118-
22.
Frischknecht R, Wyss F, Knöpfel SB, Stolz P. Life cycle assessment in the building sector:
analytical tools, environmental information and labels. The International Journal of Life Cycle
Assessment. 2015. Apr 1;20(4):421-5.
Nowack B, Baalousha M, Bornhöft N, Chaudhry Q, Cornelis G, Cotterill J, Gondikas A,
Hassellöv M, Lead J, Mitrano DM, von der Kammer F. Progress towards the validation of

Management 24
modeled environmental concentrations of engineered nanomaterials by analytical measurements.
Environmental Science: Nano. 2015. 2(5):421-8.
Ramsey CB, Housley RA, Lane CS, Smith VC, Pollard AM. The RESET tephra database and
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