Training Methods and Employee Performance

This assignment delves into the world of employee training by examining different training methods and their respective pros and cons. It analyzes how these methods influence employee performance and outlines the economic benefits organizations can reap from effective training initiatives. The assignment draws upon academic research and online resources to provide a comprehensive understanding of the subject.

New advances in Business

Table of Contents
INTRODUCTION...........................................................................................................................3
Impacts of economic crisis on employees’ living and their incentives.......................................3
Employers facing difficulties of retaining the talent of employees............................................4
The current payment schemes for the UK businesses.................................................................5
Alternative payment scheme to better motivate the employees..................................................7
Flexible benefit schemes motivate employees better, especially in a bad economic situation...8
Flexible benefits schemes motivate employees better................................................................8
Advantages or disadvantages with more flexible benefits schemes...........................................9
What are the theories support your analysis..................................................................................11
Role can technology play in providing smarter and more flexible benefits to employees.......12
Future trends and comparison between countries.....................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Employees are the integral part of any organisation that helps an organisation to achieve
its long term and short term goals on or before time. To keep employees motivated, they should
be given proper benefits and it is necessary to make sure that they are happy with their work and
working conditions. Employee benefit can be defined as the benefit which is given to employee
in addition to their salary, these benefits are the non-wage type of compensation that is being
provided to employees (Holjevac, Capuder and Kuzle, 2015). These benefits can be like medical
benefits, perks, housing, reimbursement, group insurance, free utilities , leaves, social security
etc, moreover in UK , employers can motivate their employees by giving smarter benefit
packages to retain and attract their employees. Basically these packages are the expected and
standard part of employees total reimbursement package, these may include benefits like
wellness insurance, paid leaves, retirement benefits or plan, disability insurance (Gopal and
Koka, 2012). In this study we are going to consider several points like what are the latest
payment scheme, effect of economic crisis on performance or living of employees, what are the
flexible welfare schemes, what things need to be done to retain talent of employees.
Impacts of economic crisis on employees’ living and their incentives.
It is essential for a company that there are adverse implications on the employment
situation and its living and incentives and pay. United Kingdom is one of the leading economy in
the world approx. $2.5 trillion which having a large number of skilled and qualified workforce.
The employment condition before the economic crises 2008 is quite good and their per capita
income also higher than other European countries (Earl and Taylor, 2015). The economic and
financial crises of 2008-09 has great impact on the most of EU members specially the United
Kingdom. Which can leads to wage deceleration, pay freezes and sometimes pay cuts. This kind
of economic crisis have a negative hit on the all types of employees such as low-skilled, skilled
and professional employees (Bock, And et. al., 2012). According to the data of higher authorities
such crises specially influenced on the manufacturing, construction, hospitality and food service
sector. The various business organisational cuts law paid and temporary jobs, reduction in
working hours. Cuts their other benefits, in order to attain their cost saving target and make the
business unit.

Reduction on living standards: Today the business and economies are interlinked with
each other which having affects and affected by another country. The recession in 2008 is one of
the most worst crisis which not only affects EU countries but also influenced on the various
nation excluding India and China (Pedersen and Jeppesen, 2012). Due to this crisis various
domestic and multinational corporation are reduction in the staff or cut their performance based
incentives which can affects on their living standards. Thousands of employees was leave their
job which can reduction in their living standards.
Increase poverty line: This is another impact which is related with the poverty. The
financial crises 2008 having increase the poverty line due to increase in the unemployment rate
within the United Kingdom (Turkulainen and Ketokivi,2012). The larger impact this crises is
socially on the the semi skilled and skilled employees which can working for part time or
temporary basis.
Decreasing employees performance: It also reducing the employees performance due to
fear of loosing jobs. It can adverse impact on the their productivity and efficiency which can
leads to reduction in the overall business firm output and profitability (Jaoko, 2012).
Increase in unemployment rate: 2008 economic recession gave a rise UK
unemployment are to increase from approx. 5 percent to 8 percent after two years which is worst
in history. This can leads to decrease their pay and other benefits and increase the government
pressure to solve their unemployment issues.
Employers facing difficulties of retaining the talent of employees.
Human resource is one of the valuable assets for a business organisation. Because HR
can help to attain organisational goals and objectives and contribute their efforts. Therefore, each
and every business unit is focused on their staff so that they can attain their targets in a effective
manner (Chelladurai, 2006). Today, this is one of the major challenges for large corporation to
retain talented staff in their organisation. Beachside employees are seeking a new opportunities
where they can get more personal and professional development and also get more pay. It can
increase the cost for the company because identifying, hiring and training employees is
expensive process. These challenges as given below:
Compensation Packages: Employees seek equitable pay for their work. As a result
business organisation might take to retain their talented staff is to increase their compensation
package which can include salaries, insurance, benefits and employees leave (Daley, 2006). As a

employer there are various financial burden for example, they pay a larger portion of their staff
to their health insurance and introduce new program which are related with the performance
based incentives. There are various new start ups companies which can provide higher benefits
which is not possible for a company to retain their staff due to their financial limitations.
Hygiene Factors: This is another factor which can create a challenges in front of the
company. According to the Herberg's theory, there are various factors which can includes
achievements, recognition, work itself, roles and responsibilities, advancements and future
growth (Avey, Luthans and Jensen, 2009). Each and every employees having difference
characteristics which needs to be fulfilled by the company. These factors are related with the
employees nature and assess the employees work satisfaction level. In order to retain talented
staff company required to understand their work environment, company policies, and the work
experience of the employees.
Recognition: People who feel unappreciated sometimes seek acknowledgement
elsewhere. As a result, an employee recognition program can have a significant impact on the
ability of a small business to retain its top performers (Guest, 2011). Most organizations lack the
resources to target all employees with recognition programs. As a result, a risk analysis is used to
identify top employees who pose a retention risk. Therefore, a business unit required that to
analyses and recognize employees efforts and develop and fair promotion program in order to
retain their staff.
Self-Development: Employees are seeking new opportunities in order to create and
develop their skills and talent for its personal and professional satisfaction. So that it can
enhanced their employment opportunities for the near future. If a employees feels that there is no
potential growth it can increase the chances of leave that firm (Mathauer and Imhoff, 2006).
Therefore, company required that to make and implementation new self development
programmes which can enhanced their skills and talent and they feels satisfied. For this, they can
conduct training, seminars and conferences within the organisation.
The current payment schemes for the UK businesses.
Pay and benefits played a significant role in the employees performance and motivation.
If a company pays attractive payment to their staff which can help to increase their confidence
level and increase in the productivity and efficiency (Lengnick-Hall and et. al., 2009). It can
leads to increase firm's profitability and revenue which is a core objectives for each and every

business unit. There are different payment structure and schemes for different countries. In the
context of UK there are basically called employees benefits which categories in to three
elements. These are:
Flexible Benefits: This is also known as flex schemes which are related with the
employees remuneration. This is a structure which provide a facility to the staff of the company
to choose the benefits that mean most of them (Lepak and et. al., 2006). This approach is provide
where a employees feels valued and also support staff recruitment, retention and satisfaction.
This approach is provide a wide range of option in front of an individual. They can select an
appropriate option which can provide a tax efficient benefits such as childcare vouchers and
pension contribution. Apart from that, there are various other option such as holiday trading,
health care benefits and voluntary benefits. They can also choose a suitable combination among
them (Heijde and Van, 2006).
Voluntary Benefits: This is played a significant role in today's competitive environment
in order to recruit and retain staff. Most of the business units are learning various tools and
techniques so that they can offer best and suitable voluntary benefits to their employees. It can
provide to an individual with additional facility to make a financial safety. This is a element
which can be popular choice among employees due to its flexibility. Voluntary benefits can sit
within a wider flexible scheme for the company staff (Chen and Huang, 2009). It can allows a
employees a wide range of negotiated discounts and saving. It can help to increase their net pay
which can be included various factors. Such benefits helps to attract and retain talented staff,
increase employees confidence and morale in order to increase productivity and profitability. It
can includes:
 Holidays and travel
 Health and beauty
 Leisure and days out
 Home and garden
 Food and drink
 Children's products
Core Benefits: This is another benefit which is related with the employees pension, life
insurance, income protection and holiday's. This is one of the integral part of the employees
benefits. The government of UK is provide various guidelines and policies which can protect the

right of an employees and ensure their core benefits to provided to them in a right manner
(Collings and Mellahi, 2009).
Alternative payment scheme to better motivate the employees.
It is important for a company that to make various alternative schemes and plan which
can motivate employees. This is the responsibilities of HR department is to use various creative
ideas and programmes which can enhanced the motivation of their staff in order to increase their
productivity and efficiency (Lewis and Heckman, 2006). There are various alternative plan and
bonus schemes which can be used by the business organisation as given below:
Current profit sharing: This is one of the most usable and popular incentives
programmes which are using various business organisations. In this types of bonus a firm's can
plan and set aside a portion of their profits according to their policy. There are various
multinational corporation which can be used this option in order to motivate to their staff (Black,
and et. al., 2010). For example, Google can pay a sum amount of their profits to their staff. It can
help to increase their profitability and revenue of the company.
Gain sharing: This is another bonus plan which is commonly used in the manufacturing
sector. This is used by the production company so that they can increase their output. Such kind
of bonus schemes is good for the staff in order to maintain quality and quantity. The main
objectives of this bonus plan is to increase statical figure.
Stock option: This is another and innovative incentive plan which can help to enhanced
motivational level of the employees. In this program the company is provide facility to their staff
they can invest their money in to the company which is tax free. It is a best approach to
participate of an employees in the business and they feels loyal towards the business organisation
(Carraher, 2011).
Target based incentives: This is another bonus plan which can be used by the business
organisation as a alternative approach. This concepts is used specially in order to attain sales
targets. In this approach a company can give a attractive financial incentives for their target
achievements. Various mobile manufacturing companies such Samsung and Apple are using this
approaches in order to attain their yearly and quarterly targets (Hegazy and Ghorab, 2014).
Travel vouchers: This is another method which is related with the employees
motivation. In this approach a company can provide holiday programmes for their employees
who performance excellent in their company. They can provide a opportunities to trip with

family in order to motivate their staff. This kind of tools is helps to increase competition within
the organisation so that they can attain their targets in a effective manner. Most of the airlines
companies such as British Airways are using this methods to motivate their employees and
provide discount in travelling (Claxton, Rae and Panchal, 2013).
Thus, all these above discussed approaches can be used by the business units so that they
can attain their targets and motivate their employees. It can also helps to retain talented staff with
them.
Flexible benefit schemes motivate employees better, especially in a bad economic situation
Economic crisis having a adverse impact on the benefits scheme of the employees.
Because at the recession time a company can try to overcome their expenditure. For this they are
cut various benefits schemes which are highly expensive to maintain in the short term. This kind
of plans can affects employees motivation and which can leads to reducing production and
efficiency (Al-Busaidi, 2010). Therefore, the HR representatives required that to use more
appropriate tools and techniques which can retain motivation of their employees. There are
various methods which can be used by the company as given below:
Long term incentives plan: In the bad economic situations, it is essential for a company to
retain their talented and skilled workforce with them. For this they required to use those bonus
plan which can motivate them and also not influenced their financial situations. They can
promote them in to the middle level management to practice attract and retain key individuals.
They can also provide a facility such as stock option. This facility is provide a long term growth
to their staff and provide a attractive pay benefits in the near future (Sahoo, and Mishra, 2012).
They can offer discount for those employees who buy firm's shares which can help to maintain
their motivation level. Apart from that they can also offer those benefits which can provide long
term advantage rather than current benefits.
Flexible benefits schemes motivate employees better
In today's era, organizations are offering flexible benefits to their customers so that their
motivation level can be increased (Pedersen and Jeppesen, 2012). Motivation is an important
factor that play a vital role in the success of an enterprise. Through this, the overall satisfaction
of staff members can be increased and that will lead towards the high performance. These
benefits are the kind of reward that is given to the workers so that turnover and absenteeism can

be reduced. Along with this, all people of the firm will be able to increase their morale so this
can lead an entity towards success.
There are some flexible benefits that are provided by the employers to their employees
for their performance at the workplace. For example, Morrisons gave these rewards to their
workers so that their overall performance can be improved. In this, good performer worker will
get some extra pay in their regular salary (Bock and et. al., 2012). Along with this, these are not
voluntary benefits that are gained by an employee to put more efforts. Some benefits such as
profit sharing, stock options and vouchers. Company gave these benefits to their staff members
so that their overall performance can be improved. There are many organizations who were not
using these benefits at their workplace due to the high expenses and high management. Bu now,
manager prefer these benfits in order to increase the satisfaction level of people.
There are some more benefits that are provided by the manager to their staff members so
that they will be able to improve their performance. Health insurance and gratuity are the
benefits that employees will get by the higher authority of the organization. Through this,
employees feel motivated and satisfied towards their work. These are also known as extra
benefits that are given to the workers. By these flexibility benefits, employee engagement can be
increased and they get highly involved into the objectives of the enterprise.
All workers will be able to get the benefits in the form of allowances so their overall
salary will increase and they can use these in their future. Along with this, an organization will
be able to retain, motivate and satisfy their staff members in an efficient manner so that they can
improve their growth in the market (Earl and Taylor, 2015). Further, a manager can also conduct
a survey at the workplace in order to identify the needs and demands of the people. For this,
observation and interview method can be used. When expectations are identified then they can
make strategies that can increase the motivation level. Apart from this, a human resource
manager is responsible to increase the satisfaction level of the staff members.
Advantages or disadvantages with more flexible benefits schemes
Organizations will be able to get the benefits from these flexible rewards and these lead
them towards success (Turkulainen and Ketokivi, 2012). This will help an enterprise in getting
competitiveness in the market than any other market leaders. Through these rewards, employees
and employers both are able to get the advantages. There are some advantages of the flexible
benefits schemes such as:

Increased employee engagement: Through these extra benefits employee engagement
can be increased at the work place and they will be able to perform well. Along with this, they
will be able to fulfil their demands and due to this their motivation level can be enhanced.
Flexible benefits highly affect the performance of workers. There are many organizations
throughout the world who are using these in order to increase the job satisfaction among the
workforce. Through the high employee engagement, the manager will be able to retain their staff
members in the enterprise.
Cost saving: An enterprise will be able to reduce their cost by implementing the flexible
benefits at the work place (Gopal and Koka, 2012). Through the pension scheme, gratuity
scheme an employer will be able to save their cost in different sectors. When cost is get reduced
then firm will be able to increase their profits and revenues.
Improving recruitment: Through the flexible benefits an organization will be able to
improve their recruitment process. For this, an enterprise can follow internal and external
recruitment. In internal, manager promote their existing worker on higher position. In the another
method, HR hire an new employee from the outside the organization. Through the internal
selection, the satisfaction among all the workers can be enhanced (Jaoko, 2012).
There are some disadvantages of the flexibility benefits that can decrease the
performance of the firm in the market.
Taxation: This is the biggest problems that are faced by the employees and organizations
due to the flexibility benefits. They have to pay high tax to the government so this may degrade
their performance in the market and they will not be able to achieve the competitiveness in the
market (Xing and et al., 2016).
Time to implement: When an enterprise implement their plan at the work place then it
will take some time (Holjevac, Capuder and Kuzle, 2015). Manager has to monitor the
performance of the employees on a continuous basis so that they will be able to know about the
people who are eligible for the benefits. These flexibility plan are complex and it is time
consuming.
Administrations: Manager of the organization have to administer the performance of
their employees on a continuous basis. This is the complexity of implementing the benefits plans
for the firm. Along with this, the higher authority need more resources such as human, capital
and so on. Through this, they will not be able to cope with the administration department.

What are the theories support your analysis
It is essential for a company that to motivate their employees in order to attain their long
term goals and objectives in a effective manner. There are various motivational theories which
can provide a understanding about the how a business organisation can motivate their employees
through provide better benefits. These approaches are given below:
Maslow Theory: This is one of the popular theory which was introduced in 1940's.
According to this theory human beings have a hierarchy of needs. That is, all humans act in a
way which will address their basic needs before moving the next level of needs. These needs are
categories in to five parts. The first level of need is related with the biological and psychological
needs which can included foods and shelter, safety and security needs, belongingness and love
needs like family relationship, esteem needs which is related with the achievements (Hau, Kim
and Kim, 2011). The last need is related with the self actualization which can be related with the
personal growth. The business unit can be used this approach in order to motivate them.
Herzberg theory: This is also known as two factor theory. According to the Herzberg-
Hygiene there are few characteristics which can be aligned with the job satisfaction and other
characteristics are related with the job dissatisfaction. There are various employees in the
organisation which are more focused on the personal recognition, achievements, advancements
and growth. On the other hand there are other types of people who motivate through firms'
policies, rules and regulations, salary, benefits and working conditions (Perryman and Gleghorn,
2010).
Apart from that there are various models which are related to the bonus and incentives plan of a
company. These are:
Taylor’s Differential Piece Rate Plan: This is one of the common incentives plan which
was introduced by the F.W Taylot. According to this bonus scheme there are two types of piece
work rates. One is higher wage rate which is related with the working standards and the another
one is related with the performance is below standards which is quite lower. The standard rate of
the work is determine by the various factors such as time and motion. This is one of the most
usable plan in the manufacturing and construction industry. This wage rate plan helps to
encourage and provide rewards on the basis of their performance and output (Shaw, Park and
Kim, 2013).

Halsey Premium Plan: This is another bonus plan which can be used by the business
organisation. This scheme is modification of piece work plan. The main aim of this plan is to
increase efficiency of the production. For example, if a worker save time, he gets 50 percent of
wages for the time saved as compare to the normal wage rate. It also provide a facility to a staff
optional for premium work (Holjevac, Capuder and Kuzle, 2012).
Rowan Premium Plan: This plan, to a large extent IS similar to that of Halsey Premium
Plan. The only difference is in regard to the determination of the premium. Unlike a fixed
percentage in case of Halsey plan, it considers premium on the basis of the proportion which the
time saved bears to the standard time.
Emersson Efficiency Plan: This is another bonus based schemes which is more focused
on the employees efficiency. In this approach an individual is become incentives only when he
reaches the pre set standards according to their achieved targets. This method is used in the
manufacturing sector where the main motive is to increase productivity. This plan can help to
motivate employees in a effective way (Gopal, and Koka, 2012).
Gantt Task and Bonus Plan: This is a combination of piece plan and bonus plan. In this
plan a worker can not get the incentives if he works below the standards works. He can get the
minimum guaranteed wage. An individual performance up to the standard level of work gets
time wages and additional bonus of their work.
Role can technology play in providing smarter and more flexible benefits to employees
Technology and innovation played a significant role in the growth and development in
success for every business unit. In the present era, almost every company are using technology
tools and equipment. These equipment includes computer, laptops, internet, social network and
virtual software. It can help to increase work productivity and efficiency which can save time
and money and also increase the employees benefits (Earl,and Taylor, 2012).
 Improve communication: There are various business units are using different
communication technologies in order to interact with their staff at the workplace. These
tools can be included live chat, emails, conferencing and data sharing. There are various
companies which can provide communication services such as Skype, which can be sued
by an employee and communicate with the peer at the workplace without moving from
their place. They can share various information and data through information technology
and email which can provide flexibility of working. They can take work from home

where they can not required to come to office. Apart from that if employees facing any
issues regarding their work they can ask to concerned individuals.
 It can also help to promote innovation and creativity to create a business idea. The HR
manager can provide facility to communicate with them at any time regarding any issues
they can also share their views and ideas in order to improve productivity. It can help to
create a sense of connectivity with the company and they feels loyal towards the business
organisation (Bock, And et. al., 2012).
 Technology at the workplace can change the way of HR manager to so their jobs. It can
help to improve recruitment, screening and hiring new people for the company. Internet
provide a facility to the company where a applicant can directly apply for the jobs on the
firm's website. They can provide information to their all staff at the same time regarding
any specific issues (Advantages and disadvantages of training methods, 2016). It can also
helps to track all the performance and productivity of their employees regarding the jobs.
It can also helps to compare their past performance with the current and make their
decisions accordingly.
 Technology can be used for the automate all task at the workplace. It provide the
guarantee to increase in the efficiency and production at work. The use of information
technology all firm;s information are integrated with all functional department and
through this all data and information can be shared between them (Pedersen and
Jeppesen, 2012).
Future trends and comparison between countries
Employer have historically provided employee benefits in order to retain and attract
talented staff in the business organisation. In the today's competitive environment traditional
motivation become less useful for the company (Different ways of learning styles, 2016). There
are various factors which can influenced employees benefits such as globalized market, change
in workforce style, change in customer needs. In order to meet these needs a company required
skills and smart workforce which can help to attain their long term goals and objectives. In order
to retain their staff companies required to use following strategies as given below:
 Integrated all business benefits strategies and plans with the organisational goals and
objectives.
 Maintain global consistency with local relevance.

 Provide more opportunities and choices to their employees.
 Provide employment securities and equal opportunities of r personal and professional
development.
 Improve individual employees experience.
 Create and develop a environment which can help to deliver high level of performance.
There are different countries which having different employment benefits according to their laws
and legislation. Each company must consider these policies in order to operate their HR
practices. There are few counties which having its own rules and regulations as mentioned
below:
Germany: This country having highest level of living standards which one of the leading
economies of the world. According to the higher authorities agency Germans are working is
about 27 hours per week. This country is 7th position out of 36 countries for time spend on leisure
activities.
Bulgaria: This is one of the best country for the working condition. The citizen of
Bulgaria are receive more than 400 days of paid for their maternity leave which is highest as
compare to other countries. There are also paternity incentives and benefits which offered to
parents and grandparents (Learning curve, 2016).
Finland: This is another country which provide 40 days paid vacation to their staff. And
their working hours is approx 50 hours per week. This is one of the country which provide
various other incentives to their staff. Finland ranks one of the leading ranks in happiest
indicator.
The Netherlands: The employees working in the Netherlands is least as compare to
other European countries. The employees are required to work up to 50 hour per week. Apart
from that they also provide various facilities such as holiday paid leaves, maternity leave, health
insurance etc.
CONCLUSION
As per the above mentioned report is has been concluded that retain of the talented and
skilled workforce for the consistent growth of business organisation. The above mentioned report
discussed about the economic crises and its impact on the employees benefits and their
performance. The report also explained about the various aspects like role of technology in the
flexible benefits, different motivational theories such as Maslow and herzberg in order to

motivate their staff. Different types of flexible benefits and incentives and its advantages and
disadvantages. Further the report described the alternative payment schemes in order to motivate
their staff. In the end, he future trends and comparison various countries voluntary benefits. So
that they can retain their staff for the future and attain their long term target effectively.

REFERENCES
Holjevac, N., Capuder, T. and Kuzle, I., 2015. Adaptive control for evaluation of flexibility
benefits in microgrid systems. Energy. 92. pp.487-504.
Gopal, A. and Koka, B.R., 2012. The asymmetric benefits of relational flexibility: evidence from
software development outsourcing. Mis Quarterly. 36(2). pp.553-576.
Earl, C. and Taylor, P., 2015. Is workplace flexibility good policy? Evaluating the efficacy of
age management strategies for older women workers. Work, Aging and Retirement.
1(2). pp.214-226.
Bock, A.J. And et. al., 2012. The effects of culture and structure on strategic flexibility during
business model innovation. Journal of Management Studies. 49(2). pp.279-305.
Pedersen, V.B. and Jeppesen, H.J., 2012. Contagious flexibility? A study on whether schedule
flexibility facilitates work‐life enrichment. Scandinavian Journal of Psychology. 53(4).
pp.347-359.
Turkulainen, V. and Ketokivi, M., 2012. Cross-functional integration and performance: what are
the real benefits?. International Journal of Operations & Production Management.
32(4). pp.447-467.
Jaoko, J., 2012. An analysis of supervisor support of policies on workplace flexibility. Journal of
Social Service Research. 38(4). pp.541-548.
Chelladurai, P., 2006. Human resource management in sport and recreation. Human Kinetics.
Daley, D.M., 2006. Strategic human resource management. Public Personnel Management.
Current concerns, future challenges. 5. pp.120-134.
Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A positive resource for
combating employee stress and turnover. Human resource management. 48(5). pp.677-
693.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Mathauer, I. and Imhoff, I., 2006. Health worker motivation in Africa: the role of non-financial
incentives and human resource management tools. Human resources for health. 4(1).
p.1.
Lengnick-Hall, M.L., and et. al., 2009. Strategic human resource management: The evolution of
the field. Human Resource Management Review. 19(2). pp.64-85.
Lepak, D.P., and et. al., 2006. A conceptual review of human resource management systems in
strategic human resource management research. Research in personnel and human
resources management. 25(1). pp.217-271.
Heijde, C.M. and Van Der Heijden, B.I., 2006. A competence‐based and multidimensional
operationalization and measurement of employability. Human resource management.
45(3). pp.449-476.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Lewis, R.E. and Heckman, R.J., 2006. Talent management: A critical review. Human resource
management review. 16(2). pp.139-154.

Black, D., and et. al., 2010. Pervasive Computing in the Supermarket: Designing a Context-
Aware Shopping Trolley. International Journal of Mobile Human Computer Interaction
.IJMHCI. 2(3). pp.31-43.
Carraher, S.M., 2011. Turnover prediction using attitudes towards benefits, pay, and pay
satisfaction among employees and entrepreneurs in Estonia, Latvia, and
Lithuania. Baltic Journal of Management. 6(1). pp.25-52.
Hegazy, F.M. and Ghorab, K.E., 2014. The influence of knowledge management on
organizational business processes' and employees' benefits. International Journal of
Business and Social Science. 5(1).
Claxton, G., Rae, M., Panchal, N., Damico, A., Whitmore, H., Bostick, N. and Kenward, K.,
2013. Health benefits in 2013: moderate premium increases in employer-sponsored
plans. Health Affairs. 32(9). pp.1667-1676.
Al-Busaidi, K.A., 2010. The impact of supporting organizational knowledge management
through a corporate portal on employees and business processes. International Journal of
Knowledge Management (IJKM). 6(3). pp.44-64.
Sahoo, C.K. and Mishra, S., 2012. Performance management benefits organizations and their
employees. Human Resource Management International Digest. 20(6). pp.3-5.
Xing, Y., and et al., 2016. Intercultural influences on managing African employees of Chinese
firms in Africa: Chinese managers’ HRM practices. International Business Review.
25(1). pp.28-41.
Hau, Y.S., Kim, B., Lee, H. and Kim, Y.G., 2013. The effects of individual motivations and
social capital on employees’ tacit and explicit knowledge sharing
intentions. International Journal of Information Management. 33(2). pp.356-366.
Perryman, M.R. and Gleghorn, V., 2010. Obesity-related costs and the economic impact of
laparoscopic adjustable gastric banding procedures: benefits in the Texas Employees
Retirement System. Journal of medical economics. 13(2). pp.339-350.
Shaw, J.D., Park, T.Y. and Kim, E., 2013. A resource‐based perspective on human capital losses,
HRM investments, and organizational performance. Strategic management journal.
34(5). pp.572-589.
Online
Advantages and disadvantages of training methods, 2016. [Online]. Available through<
https://www.google.co.uk/search?
q=thanking+you&biw=1301&bih=641&source=lnms&tbm=isch&sa=X&ved=0ahUKE
wiWy4Hg9KzQAhXCQI8KHUV-
BZYQ_AUIBigB#tbm=isch&q=advantages+and+disadvantages+of+training+methods
+used+in+an+organisation&imgrc=zBe-lE082XDnzM%3A.>. [Accessed on 29th
March 2017].
Different ways of learning styles, 2016. [Online]. Available through<
https://www.google.co.uk/?gws_rd=ssl#q=different+ways+of+learning+styles>.
[Accessed on 29th March 2017 ].
Learning curve, 2016. [Online]. Available through<https://www.google.co.uk/search?
q=thanking+you&biw=1301&bih=641&source=lnms&tbm=isch&sa=X&ved=0ahUKE
wiWy4Hg9KzQAhXCQI8KHUV-

BZYQ_AUIBigB#tbm=isch&q=steep+learning+curve&imgrc=pLSsO6_pUX73GM
%3A>. [Accessed on 29th March 2017].