Human Resources Management Report

This report examines the role of Human Resources Management (HRM) at JP Morgan, a leading financial institution. It analyzes the functions and purpose of HRM, the strengths and weaknesses of recruitment and selection processes, and the benefits and effectiveness of various HRM practices. The report also explores the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it includes a practical application of HRM practices through a job specification and person specification for an HR assistant position.

“HUMAN RESOURCES
MANAGEMENT”

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM .......................................................................................1
Functions and Purpose of HRM of JP Morgan................................................................................1
M1...........................................................................................................................................4
P2 Strength and weakness of recruitment and Selection........................................................4
M2:.........................................................................................................................................6
M3:.........................................................................................................................................6
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices to both employee and employer of the organization.. .7
P4 Effectiveness of different HRM practices.........................................................................8
M3...........................................................................................................................................9
TASK 3..........................................................................................................................................10
P5 Importance of employees relations in respect to influencing HRM decision-making....10
P6 Key elements of employment legislation and the impact of this on HRM.....................12
M4.........................................................................................................................................14
TASK 4..........................................................................................................................................14
P7 The application of HRM practices..................................................................................14
M5 ..........................................................................................................................................3
CONCLUSION ...............................................................................................................................1
REFERENCES................................................................................................................................3

INTRODUCTION
Human resources management is a process of recruiting, selecting, including employees,
providing orientation, imparting training and development and maintaining the proper
relationship within the organization (Albrecht and et.al., 2015). It is fouces on the functions of
peoples within the organization and ensuring the best work practices are in place all time.
Present study is based on the “JP Morgan” which is a commercial and investment banking
institute, founded by J.P. Morgan in 1871. The company is established at United stated and New
york city. Also the company predecessor of three largest banking institutes in the world that is
JP Morgan chase, JP Morgan Stanley and Deutsche bank. There are about 26,314 employees
work in the firm. Study lays emphasis on the purpose and scope of the HRM which is
appropriate to fulfil business objective. Report will discussion on effectiveness of the key
elements of human resources management in an organization. In study will discuss the analysis
of internal and external factors affect to the HRM practices of organization. It is also discussion
on HRM practices is applicable in work context.
TASK 1
P1 Functions and purpose of HRM
Human resource management is defined as a vital approach to achieve, expand, managing
and inspiring and receiving guarantee of the organisation's main resource- the individual working
for it and in it (Albrecht and et.al., 2015).
Functions and Purpose of HRM of JP Morgan
Generally the human resource management is related to hiring, motivating and
maintaining individuals in the organisation. JP Morgan's HRM includes two functions which are:
 Operative functions
 Managerial functions
Managerial functions
Planning: It's a systematic plan to accomplish its highest to gain organisation valuable
benefit- human resource of JP Morgan (Bailey and et.al., 2018). It also helps to identify, consider
and compile the future and current needs of JP Morgan.
Organising: HRM of JP Morgan organise the task which is allotted to each employee
according to its area of interest and skills blending toward a common goal.
1

Directing: HRM guides employees towards positive environment to contribute them to
achieve job-oriented goals and objectives of JP Morgan.
Controlling: HRM controls by setting standards of JP Morgan, measuring and comparing
actual performance with required goals and if it is in contrast with it then taking correct actions.
Operative functions
Recruitment/Hiring: HRM hires or recruit eligible and intelligible candidates suitable for
the job profile required in JP Morgan. Its main aim is to select the candidates having appropriate
skills with according to profile.
Training and development: It is given by HRM to team's employees and new joiners to
enhance their knowledge and improve their skills and performance according to requirement of
the objectives of JP Morgan (Functions and purpose of HRM, 2016).
Salary administration: The HRM of JP Morgan regulates the pay distributed to the
employees, including the terms of Incentives, rewards, perks, bonus, benefits and allowance.
Purpose of HRM in JP Morgan
The main purpose of the HRM in JP Morgan is to amplify the productivity of the
organisation by amending performance of its employees. It also co-ordinates the employees of JP
Morgan to achieve goals. It even accomplishes the staff needs and maintain the employee's
satisfaction. JP Morgan have new skills and talent when it hires the new employee from outside
(Nankervis and et. al., 2016).
The nature and scope of strategic HRM in JP Morgan
2

Source: (Strategic human resource management, 2017 )
Nature
Strategic HRM is the process that determine how the organisation's goal will be achieved
through employees in term of HR strategy and HR policies and its practices. HRM is the
strategic company companion of JP Morgan (Functions and purpose of HRM, 2016).
It economises its activity and always work as profit centre for the JP Morgan. HRM adds value
in term of HR practices.
Scope:
HRM in personnel management: JP Morgan has very wide functions of HRM
concerned with workforce planning, recruitment, selection, placement, transfer, promotion,
training and development, unemployment shortage, compensation, incentives and productivity in
the JP Morgan (Brewster, Chung and Sparrow, 2016).
HRM in industrial Relations: HRM carefully manages the communication with labour
or employee union, devoting effort to solve grievances and ending the disputes in order to
maintain company's healthy environment (Wilton, 2016). It has the art to understand employees
needs and relations while sustaining profitability of the JP Morgan.
Hard and Soft HRM approaches for planning and resourcing in JP Morgan
3
Figure 1: Strategic model of HRM

HRM is introduced in two varied terms: Soft and Hard.
The soft approach of HRM affirms the employees to self direct them, takes liability, trust
and helps develop their skills for JP Morgan growth, self-managed behaviour at point of strategic
approach to employees (Brewster, Chung and Sparrow, 2016).
While, the agenda of hard HRM is to manage the staff system where employees are
considered as a resource which needs to be controlled as to accomplish high outcome and
competitive benefits in JP Morgan (Albrecht and et. al., 2015).
Workforce Planning-The workforce planning is the methodical procedure to align the demands
and priorities of JP Morgan with its human resources to assure that it can meet its legislative,
regulatory service and production requirements and even the business objectives of JP Morgan
(Harney, Dundon and Wilkinson, 2018).
M1
The productive Human resource management helps to fulfil objectives of JP Morgan
company by its management functions of recruitment, selection, training and developing the
skills and talent of the employees and managing team members (Vivares-Vergara and et. al.,
2016). HRM helps the employees to obtain their services, develop their talent and skills and
encourage them to acquire high level of performance and to fulfil objectives of JP Morgan
company.
P2 Strength and weakness of recruitment and Selection
Recruitment is process of hiring and finding the best qualified employee for a suitable
job. Internal recruitment is when business uses to fill the vacancies from within the existing
workforce. External recruitment is when firm hires the workers from outside the work-place
(Marler, and Parry, 2016).
Internal and external recruitment approach- The internal recruitment approach is the
planning to attract and analyse the candidates within the organisation.
The external recruitment approach to find appropriate talented and suitable candidates
from outside the organisation (Vivares-Vergara and et. al., 2016).
Selection approach- Interview is the process of selection where questions and answers are asked
to the candidate to check ability of the particular candidate chosen for the job profile whether he
is suitable or a right match for the work profile.
Strengths and weakness of internal Recruitment of JP Morgan
4

Strength
When JP Morgan hires someone within the organisation, the person hired internally
through transfer or promotion is well-known by it. The existing employee is known with the
process of how JP Morgan works. The on-board training will be much faster with the existing
staff than compared to the person hired externally. It includes less paperwork and benefits the
organisation (Marler and Parry, 2016).
Weakness
JP Morgan promotes one person over another so there can exist dispute between the two.
Stagnant behaviour may create to do things in same way they are doing and not developing new
ideas in work which will lead to competitive disadvantage (Vivares-Vergara and et. al., 2016).
Strengths and weakness of External Recruitment of JP Morgan
Strengths
JP Morgan have new skills and talent when it hires the new employee through
employment agency or management consultant. As the person may have working experience of
other industry in the past, they may be able offer new ideas and technique they have learnt from
past organisation which could help to acquire vision (Stone and et.al., 2015).
Weakness
If JP Morgan recruits candidates from outside they may have little understanding about it.
The biggest weakness is that it is time-consuming as it takes excess of time to conduct induction
for new employee, introduce whole process and the terms and policies of JP Morgan to
candidate. If the new employee may not be adjustable with existing employee or new
environment he/she may leave the company (Marler, and Parry, 2016)..
Strengths and weaknesses of Selection
Situational interview- In situational interview candidates are asked to answer to a specific
situation they may/have faced during job. To successfully pass in situational interview is to
evaluate the past work experience and assess the steps to be taken to solve such problems and
rectify them (Marler and Parry, 2016).
Strength
Firm is engaged in making use of various selection methods like interview, psychometric
test. Selection process eliminates the term favouritism. By this process the cost and time taken is
reduced of JP Morgan. This test helps to know the candidate's capability, knowledge, talent,
5

skills and experience (Storey, 2016). This helps the reference appraisal. This helps to select the
candidate as per requirement of job designation.
Weakness
Candidates may easily manipulate the result by choosing favourite answers. The
questions asked may be much direct, interfering and straight-forward for some test takers (Stone
and et.al., 2015). The candidates may require frequent updates to know responsibility of current
designation.
M2:
Strength of internal recruitment
The cost of this recruitment approach is lower.
Weakness
Choice for selecting a candidate is limited
Strength of external recruitment
Choice for selecting an appropriate candidate is wider
Weakness
This method can increase company cost
Strength of Selection approaches (Interview)
It is a flexible method of selection
Weakness
Time consuming
M3:
Strength and weakness of internal and external recruitment- The recruitment cost are lower
because hiring the candidates internally which will save the money because there is need to
employ recruitment company and advertise about the vacancy (Marler, and Parry, 2016).. The
weakness is there is no variation in choices of candidate selection internally.
The External recruitment gives advantage to select right candidates with wide range. The
weakness is it can increase the company's cost as it will have to follow some methods like to
employ recruitment company and advertisement (Wilton, 2016).
The selection approach gives flexibility to on job including willingness and capability for
candidate to easily respond in changing work environment.
The weakness of selection approach is that it takes huge time to select right candidates.
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TASK 2
P3 Benefits of different HRM practices to both employee and employer of the organization.
Benefits of Employee Benefits of Employer
Learning and development
By effective learning and development,
employees are better prepared to face the
challenges in the JP Morgan and the marketplace.
Learning and development process helps to
employer of JP Morgan to faster and more
effective on-boarding of new hires by an
advanced training cycle.
Increase the employee motivation and
engagement level in the organization(Bailey and
et.al., 2018).
Effective training to employer are provide
structured training to develop their staff to
high-potential staff.
Providing effective training and development to
employees, they shows greater productivity and
higher quality of work output.
Employer develop their staff abilities to
identify improvement area and develop better
way of working, by that they improve their
business performance.
Payment and reward management
Payment and rewards are help to increase
performance of employee.
Employer are motivated by the effective
work performance of the employee.
This will boost employee engagement leading to
better performance in the future at JP Morgan.
This will boost to employer relation leading
to give better performance at the meetings,
board meetings etc..
Employees are satisfied by the work, then they
will able to give excellent customer services to
By that will appreciate, give their effective
and hard contribution to achieving the goal
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customer. of the JP Morgan.
P4 Effectiveness of different HRM practices.
Hr practices means through management can improve quality of their employees.
Training and development
The training and development is an important for every organization. This is an effective
way to increase profit and productivity of JP Morgan. Effective training is help to employees to
increase their productivity and work capacity(Bratton and Gold, 2017). Importance of training
and development to increase productivity, are as follow: Improved performance: Training and development is a necessary for better performance
of employees. By that employees are receive more knowledge about work and become
competent about daily tasks (Stone and et. al., 2015). They are more confident and sure
for their work and then they can come up with the new ideas. Employees are try to make
effective strategies for the betterment of JP Morgan to achieve goal and gain additional
productivity. Increased standards of productivity and quality: Productivity and quality are core think
which is reputation of the organization. It is very important for JP Morgan to maintain
standard of quality and productivity of employees (Marler and Parry, 2016). That is
maintain by providing effective training to employees to develop their productivity for
the organization to achieve goals. Innovative strategies and products: Learning and training process increased think of
employees. Employees get opportunities to polish thoughts and ideas of innovation and
creativity. That help to employees to make them effective strategies and innovative
product to achieve goal of the JP Morgan and get effective growth in profit and
productivity (Marler, and Parry, 2016)..
 Better profile and reputation of the corporation: For increase productivity and profit of
the JP Morgan, it is important to make better profile and reputation of the
organization(Brewster and et.al., 2016). Strong and successful training helps to build
employees for effective work. When employees perform well in their task and understand
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responsibilities of post then they will give hard contribution to make effective profile of
the JP Morgan.
Payment and rewards system:
Rewards are important not only to retain them but also to motivate and attain them. It is
encourages employees to have a positive behaviour or attitude which is help to increase the
productivity of JP Morgan. That is ways through which organization communicates with their
employees, they are important asset of the firm. Employees with a strong needs for the
achievement want to accomplish reasonably challenging goals by their own efforts (Marler, and
Parry, 2016).. Job satisfaction: JP Morgan is give rewards to employees against their hard contribution
in task. It is send message to their hard work is worth rewarding and therefore must be
important. That is turn, makes the individual feel that they are making a difference(Florén
Rundquist and Fischer, 2016). By that they are satisfied by their job. When employees
are satisfied by their job, then they are able to achieve goal of the company and also to
raise profit and productivity of the organization. Employees happiness: Happy and fulfilled employees are motivated to perform better
because of the positive feeling they have towards the company. Hr of JP Morgan always
try to make employees happy with the work and workplace. For increase productivity of
the company, they give various rewards and gifts to employees to become happier. Motivation: Motivation is very important for every employee which is work in the
organization. Director of JP Morgan motivate their employees for their effective
performance by appreciation in front of whole staff member, effective comments on the
social media etc.. That is help to indefinite quantity and develop productivity of the
organization.
 Loyalty: Employees are engaged with the business, they will able to promote and sell
brand far better. Rewarding hard work generates loyalty and help team to feel an
emotional bond with JP Morgan. When the bond is effective between employee and
employers of organization, then productivity increased by high effects.
9

M3.
Human resources management of JP Morgan use different methods to motivate and
increase productivity of employees(Harney, Dundon and Wilkinson, 2018).
Company adopt training and development method to increase employees productivity
towards the work in positive manner. In the training and development method, JP Morgan use
on-the-job training method to give extra learning to its employees. On-the-job training method is
easy to understand by the employees. In this method company include job instruction method.
That method is systematic fast and effective method of teaching employees to do work correctly
and safely. Benefits of job instruction training method: faster on-boarding of new workers,
improve employee relationship.
JP Morgan have effective payment and rewards management to motivate the
employees. Payment/money satisfies physiological and security needs of employees, non-
financial rewards to motivate the employees. In rewards JP Morgan includes appreciation of
work done, promotion, incentives, special comments on social media (Marler, and Parry, 2016)..
By that rewards employees are motivate and give their hard contribution to achieve goal and
more loyal for the company.
D2.
The evaluation is based on the Training and development is important for employees to
better performance in task. That program is organized by the organization to develop employees
productivity in positive way(Marler and Parry, 2016). Training is proven to cost effective for the
company. Because the cost per employee reduce when they are trained in a large group. This
beneficial for the employees to improve their professional qualification at workplace. But same
time training add extra burden to administration department of the company. Training facilities
and materials as well as select the suitable candidates for the training. This is difficult to execute
in addition to being inefficient in comparison of employees. Payment and reward
management is important to give employees against their hard work like; gifts, salary, non-
monetary rewards. That is most applicable when there is detailed data available for measure the
performance of employees. By that employees are motivate, give hard contribution in task, they
able communicate with company objectives etc... some time that is not conducive to measuring
employees contribution clearly, making it difficult to establish an effective means to pay rewards
and payments.
10

TASK 3
P5 Importance of employees relations in respect to influencing HRM decision-making
The success of an organisation always depends on the relationship of employer and
employees. Strong relations are important and required for high productivity and human
satisfaction. It depends upon healthy and safe work environment, incentive and benefits for
employees motivation and effective communication system (Florén, Rundquist and Fischer,
2016). JP Morgan tries to give all the benefits to their employees for maintaining the healthy
relations within the organisation.
By creating the pleasant work environment, HR put an effect on an employee's loyalty
towards organisation. By collective bargaining in which HR improves working condition,
overtime pay, work holidays, sick leave and health care benefits to employees. It increases
employees retention which help organisation in reducing cost like the cost of recruitment, hiring
and training cost and make them engage with the firm.
Strong employment relations create a healthy and pleasant atmosphere in the
organisation. Healthy environment increases the employee motivation and work efficiency
(Albrecht and et.al., 2015). JP Morgan organises programmes related employee relations and
activity programmes that help them in increasing productivity and employee engagement within
the organisation which leads to increase in profits for the business. It also helps them in decision-
making.
When an organisation is friendly and efficient then the extent of conflicts is reduced. By
making the policy for stopping discrimination at workplace it gives equal and fair treatment to
their employees (Harney, Dundon and Wilkinson, 2018). By giving grievance procedure to
employees which tell them what to do and what happens at each stage of the process it helps
them in mainlining discipline. Conflicts free environment make employees able in concentrating
on the task and they make it more productive. A happy workforce always results a productive
workforce.
For making the healthy environment and employee engagement within the organisation,
JP Morgan uses some strategies which are as follows-
Motivation is important for working effectively and productively. JP Morgan firm uses
benefits and reward strategy to motivate their employees (Bailey and et.al., 2018). Firm
appreciates and give rewards for a well- done job and for achieving given targets. It boosts them
11

and they work together as a team which facilitates HR in decision-making . A good salary and
rewards show employees their position and efficiency in organisation Hence by giving the
appropriate pay and benefits to employees it improves employee engagement within the
organisation(Marler, and Parry, 2016)..
Firm maintains a continuous interaction with employees for keeping them updated about
company's policies, procedures and decision. Informed employees make sound decision and
always keep motivated and productive. They feel themselves respected and this increases their
morale.
Nowadays most of the people are not fit and healthy because of busy and hectic schedule.
Long working hours and work pressure lead depression to the employees. For solving these
problems firm take care of their employees health by giving them regular breaks by and by
giving them flexible work schedule. It helps employees in reducing workplace stress and
focusing on the work effectively which will engage their involvement and relationship stronger
with organisation.
Atkinson flexibility model of engagement- John Atkinson's flexible firm model is a technique.
It distributes employees in two groups that are core and peripheral. The core group consists of
full-time primary worker which are difficult to replace due to high level skills and experience. In
contrast, the peripheral group consists of secondary workers who are less skilled and less
experienced.
According to this model there are two types of dimension in which flexibility can be applied:
Flexibility in employment- It allows employers and employees to make arrangement
about working condition accordingly (Brewster, Chung and Sparrow, 2016). It provides the
flexibility to employees like part-time and zero hour.
Flexibility in work- It includes job sharing or group work and flexible working time and
new technologies which allow employees for a more flexible production process. These
technologies allow employees to respond quickly to market changes (Nankervis and et. al.,
2016).
The trade union is an organisation which is made to protect its members. It is important
because it helps to resolve workplace issues by being a voice of employees and act as a
bargaining representative.
12

P6 Key elements of employment legislation and the impact of this on HRM
The law that governs employment within the workplace is known as employment
legislation. Workplace legislation includes fair work act, employment relations act and
employment rights act. Employment laws governs the rights between employers and employees.
These rules are made and designed to keep workers safe and stop discrimination and give the
equality at workplace.
Employment relations act 2000- This act provides process for resolving employment
problems like discrimination, inequality, diversity etc. It promotes the good faith and fair
process. With the help of this act, JP Morgan provides collective bargaining to their employees
and protects employee's choice (Stone and et. al., 2015). Under this act employers have duty to
ensure them a safe workplace and to take responsibility for employees action. It stops employees
from bullying and harassment, and by providing equal pay it decreases labour turnover which
leads in maximizing profits.
Employment rights act 1996- The employment right act refers the act of all the facility
and solution of problems which employees face at workplace like ill health problem, termination
problem etc. Under the health and safety employment act the employer has a duty to ensure their
employees that the workplace is safe and healthy (Marler and Parry, 2016). JP Morgan permit
employees to take paid leave. It includes parental leave in which employees take 38 weeks
extended leave for child care. The employment right act 1993 made discrimination on some
rounds illegal they are: ethical believe, colour, race, sex, marital status etc. Firm protects workers
from wrongdoing which increases their morale and help organisation to stop discrimination at
workplace that increases employees morale and they make more productive.
Worker's compensation employment law 1979- In most U.K. States, employers of
certain size are required to carry worker's compensation insurance. Employers have the option of
not subscribing to employee's compensation insurance law (Harney, Dundon and Wilkinson,
2018) . This includes the medical cost of the worker's injury. Organisation provides the
compensation to their employees, it is the way of taking care of employees. It decreases labour
turnover that directly effect on decision making of organisation.
Employment laws about child labour act 2018- There are some place where the child
are being used in very dangerous employment. Many children injured as result of the
employment. Firm prohibits and protects children from labouring and educate employees about
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child labouring which help them in creating morale in employees (Brewster and et. al., 2016).
Employees with increased morale work efficiently and help in achieving organisational goals
which helps in decision making.
Safety and health employment act 1992- Workplace safety and health law covers
unsafe working conditions, noise levels, electric hazards etc. JP Morgan provides special benefits
to female employees like flexible work hour and less working hours comparative others
(Albrecht and et.al., 2015). It protects employees from the stress and help them in focusing on
work which help organisation in decision making process.
M4.
Employment law and employee relations affects organisation to overcome some issues
like discipline and grievance, discrimination, equal pay etc. It decreases labour turnover that
helps HR in decision-making. Compensation covered injuries to worker. According to UK
government law, firm must provide compensation to their employees whereby they can also
motivate. For example if employees face any injury so, its organisation's responsibility that to
provide compensation to the employee. It directly affects decision making.
TASK 4
P7 The application of HRM practices
HRM is a planned approach to managing people effectively for performance. Good HRM
practices help in achieving departmental objectives and enhance productivity (Nankervis and
et.al., 2016). The best HR practices include safe and healthy workplace, fair evaluation system,
knowledge sharing etc.
Job Specification:
Job Title Human resource assistant
Reports to CEO of JP Morgan
Responsibilities Conflicts resolver at work place, managing staff development activities
and develops staffing strategy
Qualification Bachelor degree in Human resource management.
14

CIPD qualified
Knowledge of banking sector
IT Proficiency
Five interview question for HR assistant job
 What is your overall approach to manage human resource department?
 What is your greatest strength as HR assistant position?
 Why do you want to work for us as this position?
 What is your greatest accomplishment?
 How do you respond to working under pressure?
15

Person Specification:
It is done to determine the qualification, experience require in person to being selected
for the particular post. This aids in segregating the skills as per the vacant place and selecting
the best candidate for this vacant post.
Title of the job Human Resource assistant
Date: April 2019
Qualification required Essential Desirable Met
2 years degree in Human
Resources, Business
administration
Aware of latest
developments in Hr
management practices
and processes,
Yes
Yes
Need of Experience
2 years of experience in
same field
knowledge of technology
and programming
language specially Java
Yes
Yes

Personal characteristics
& conduct
Patient, remain calm,
good communication,
team working, ability to
build effective working
relationship with HR
manager and employees
and problem solving
skill.Punctuality, can deal
with long going inquiries,
quickly informing staff.
Yes
Yes
Yes

M5
Rationale for job specification
JP Morgan is facing many problems within the organisation like conflicts amongst
employees, work and safety problems and for the soluution of these problems it requiress an
effective HR assistant. It helps in decision-making of organisation. They conduct extensive wage
and salary surveys to maintain compensation costs (Bratton and Gold, 2017). It is very important
as it helps manager to resolve the conflicts within the organisation by satisfying all the needs of
employees.
Rationale for person specification
A person specification ensures that firm are assessing a candidate on their abilities related
to the role. It means company test all of your candidates against the same list of priorities set out
in advance in order to handle all the activities for achieving the organisational goals (Albrecht
and et.al., 2015).
D3
Employee relations plays a vital role in decision-making. Employees who have mutually
respectful relationships with their employees are more likely to be happy, loyal and productive in
the long-run. It helps them on focusing work which increases productivity and decision-making.

CONCLUSION
From the above study it had been concluded that human resources management has
focused on the matching the needs of the business with the needs and development of employees
(Vivares-Vergara and et. al., 2016). Company depends on its employees because their skills
contribute to achieve business goals. The report has based on purpose and functions of human
resources management is applicable to work force planning. HRM practices was beneficial for
the organization employee and employers and they help to increase profit and productivity of
firm. Employees relation is important for HRM to make increase their decision making power.
Employment laws were also affect to HRM practise by changing their rules, regulations and
policies of company. They also help to create a distinct and important competitive advantage
through effective learning and develop high motivated and skilled staff they are able to perform
at high level.

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