Human Resource Management and Its Impact

This assignment requires analyzing the role of human resources in a company's growth and progress. It involves researching various books and journals on human resource development, selection, and corporate responsibility. The objective is to understand how effective human resource management can lead to improved employee attitudes, behaviors, and performance, as well as increased profitability and sustainability.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P 1 Function and purpose of HRM, planning and resourcing of organisation............................1
P 2 Strengths and weaknesses of different approaches..............................................................1
TASK 2............................................................................................................................................1
P 3 Benefits of different HRM practices within organisation for employee and employer .......1
P 4 Evaluate effectiveness of various Practices of HRM by raising profit.................................1
TASK 3............................................................................................................................................1
P 5 Importance of employee relation in context with Decision-making of HRM......................1
P 6 Employment legislation and their key elements and their impact on decision making of
HRM............................................................................................................................................1
TASK 4............................................................................................................................................1
P 7 HRM application in context of the work .............................................................................1
CONCLUSION ...............................................................................................................................1

INTRODUCTION
Human resources management can be describes as the process in which entire
organisation in which this management deals with the various activities such as recruitment
process, selection process, organise orientation along with the induction day. Other training and
development so they can make employees to stay updated, performance improvement and salary
appraisal, provide benefits and compensation, motivation and maintain further good dealings
with the workers and their trade unions at all (Hammer and et.al., 2011). They also consider the
safety of employees, give them healthy working conditions and many more they boost
employees so on through this they can motivate worker to accomplish their objectives and goals
of the organisation effectively as well as efficiently.
This study is briefly going to present all the aspects of the HRM and how they deal with
the employees and Tesco. by balancing with healthy working environment and also ensure to
achieve the objectives on time. They also plan various programmes such as training and
development through which they make inform their organisation and it also effect to HRM as by
raising the benefit by these kind of practices (Gatewood, Feild and Barrick, 2015). In this report
it also represent importance of healthy relations and this also help them in run the company
smoothly by effective decision making which leads to success and growth.
TASK 1
P 1 Function and purpose of HRM, planning and resourcing of organisation
HRM engage with the various basic activities in the Tesco. So through this they maintain
the healthy environment in the company and also assist in achieving the goals and objectives of
the company. Human resources management is the process in which they hire, develop
employees so they will become more worthy to their organisations. This management includes
several functions such as job analysis, personnel needs, planning, recruitments of correct people
for their deserving job profile, training an orientation programmes, managing salary and wages,
make available incentive and rewards as according to their performances, resolve conflicts while
communication with the employees at entire level of organisation.
'The Best' fit approach vs 'Best Practice'
The organisation actually take benefits of both approaches while carrying out with their
human activities. Best Practices believes in activities of the human resources and carry out with
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following set of the practising HRM which is enough able to improve performance of the
organisation with the respect of locations and other sizes of organisations. On the other hand,
Best fit refers to the policies of HR which align to business strategies while performing high
practice which achieved. Practices advocates postulated employee security employee selection
along with effective teams while compensating strategies and many more.
Soft and Hard Models of HRM
Basic Hard HRM Soft HRM
Time scale It is seen as short term policies
such as hire and fire of employee
It take as a long term view by using
workforce effectively as possible to long
term corporate objectives.
Key features  Employees paid little as
possible
 Employees has limited
control of their working
life
 Downward
communication
 Managers consult regularly with
employees.
 Managers control their working
life as delegations, delaying etc.
 Emphasis on training and
development .
Motivational
techniques used
Motivated by pay, limited use of
delegation system and team
work.
Delegation empowerment, use of
extensive techniques designed to give
power to employees.
Workforce planning :- It is continuous process which is used to align priorities and needs of the
business with workforce to make sure in order to meet regulatory, legislative, production
requirement and services. It is the proof of development of workforce strategies there are
classified into three categories are as follow :- Long term plan :- It consider financial and investment planning, budgeting. Medium term plan :- It needed work load and headcount planning.
 Short term plan :- Its an weekly or day to day control over the scheduling, material and
loading.
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Types of Labour Market
Independent primary :- Professional, technical, salaried/ staff and control, line
employees. It is the time scheduled working hour job through which they have to deal with the
work which is given by the respective organisations.
Subordinate Primary :- Production workers, often unionised by the industrial union.
(Completing with a union) They are the workers who have to deal with the contractual job bases
and they will get the payment as according to the other union.
PESTEL analysis of Human resources
Political Change in local public opinion to Government and new industrial
world superpower if entering the market. It influence in tax must
be paid, funds, minimum wages rate, control quality and quantity.
Economical How much money is enough for salaries, equipments, training and
other immediate concern it actually plays critical role.
Social This will clear the discrepancy of social group to social idea create
ways to open new opportunities. They recruit after observing the
locals and interviewing them.
Technological They brings up new technological skills and training needs. New
services and product also require skilled employees and existing
training so they can meet the needs.
Legal Legal system affect to the all time in case of the implement
various changes to policy which affect. Employment law changes
reflect in policies executed by ground by managers and
supervisors.
Environmental In this environmental factor the business must be located in
relation to find sufficient proper staff to their environment which
need of fewer employees.
The internal labour market :- It is the unit of the firm which distribute the prices and
also governed by the administrative procedures and rules. It I also filled by the Promotion and
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other transfer of employees who gained the entry already . These labour market shift to the
commotion of labour markets.
Analysing employee turnover :- This basically helps in reattain the best when employees
are leaving to the organisation. These types of result actually helps to join the organisations and
other decision makers to struggle while achieving the profitability an quality.
Stability and retention:- This is adopted by the attend to their organisations so they can
maintain current position and consider incremental development by change them, merely of their
business operations. On the other hand, Retention Will be necessarily involve plan for addressing
again by the grievances of employees along with ways and meads to admit conflicts.
The impact that advances in technology have had upon improving the efficiency of HR practices Recruiting :- Before internet they tied with print publications, now there is ability to see
people at various location for their vacant job profile. Technology made it effective and
efficient. Training :- Information technology helps in train new staff in effective manner. Ability
to access training programmes and information to remote locations eliminate need to
work direct. Virtual class rooms make it easy and possible.
 Performance management :- They enhance their management of performance by the
improvement at technical level. They use computer technology to access action of the
employees there are various software available which make it possible easily.
They make some rules and regulation for the best control and coordination in the entire
company which leads to boost employees (Johns, G., 2010). There are some of the basic function
and purpose of the HRM as given below :-
Staffing :- Tesco always require some good and smart brain in there respective
organisation so they can work smartly and effectively. Usually the HRM hire some deserving
people for their vacant job profile in the market by providing them good salary. In this function
is made of some activities are as follows :- Plan staffing profess :- They observe the organisation and job profile in which they need
to fill by some of the vacant candidate on the foundation revenue expectation.
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 Multicultural at work :- Tesco prefer to recruit number of people with the different
background and by geographically.
 Recruitment :- They hire deserving people to reserve the empty job profile. It is the
initial step of appointee. This recruit refers as the overall process in which they attract
the candidates, select and appoint to suitable for their jobs within the organisations. It will
also refer as the picking out to individuals for their vacant positions and play the job role
at effective and efficient manner. This process of recruitment categorised with the two
categories are as follows :-
Internal sources :- This type of recruiting of the candidates is within the organisation so
they can easily fill the vacancy. They internal promote and rotate the candidates so they can fill
their job profile.
External sources :- This type of recruiter lead with the references, networks job portals
and the recruitment agencies. They compete with the other companies and raise the or standards,
employer hunt for he best talents. Selection :- They basically select people by testing them with few tests such as face to
face interview, written test and many more things after that give them training for that
job. Job analysis :- It is the process through which they figure out the job term and activities
which involved and give attribute to their job needs to perform the adequate activities. It
convey the information to their organisation which assist in determining employees
desirable jobs. Job description:- It is basically a documents which evaluate the task, functions an do
other responsibilities. They might be go for the specific function with the reports of
positions and qualification and skills which is require by the person for the job along with
range of salary. Person specification :- They can be describe as personal attribute which desired in the
employee. These concept includes various qualification, experience, skills, knowledge
and many more. Which is required in the candidates.
 Competency framework :- These might be defined as the appropriate and technical
behaviours that must be individual which may acquire to perform the activities at
effectively and efficiently.
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Improve polices :- Human resources department usually make some rules and regulation
so they can maintain the disciplinary environment at work and providing them healthy working
condition (Pfeffer, 2010). Through this they help in to develop the organisation and policies
which actually groom to employees. They also deal with policies like, working hour timings,
dress code, other policies which leads to the discipline in the Tesco.
Benefits administration :- They try not bias with the employees they pay them fairly and
treat them equally. They maintain and stimulate the workers at the work plac sop they can
concerned with the work more,. These things also provide them better opportunities and give
them equal chance to raise their growth. Thy provide them compensation such as bonuses, pay
and other benefits of medical.
Training and development :- It is important part to train the new candidates and the
existing one time to time so through this they will perform better at the work place. Market is
very dynamic and they need to be make them updated and cop up with the external environment.
P 2 Strengths and weaknesses of different approaches to recruitments and selection process
Recruitment is very crucial process in the entire organisation and they have to fill the job
profile with exact deserving candidate who can give their best and perform good at the Tesco
organisation (ulton and et.al., 2011). The selection process go with various steps such as by
written process, interview, group discussion and many more. If they clear them by all then that
candidate can be declare as selected. There are also some positive as well as negative aspects of
these approaches some of them are as follows :-
Strength Weaknesses
Through this process the company get chance
to recruit more talented people so through this
they can lead to the success and growth. These
also contribute in the company Tesco by
providing them good ideas and concept which
can be beneficial for the company and help in
increase the profit.
This process is very time consuming this is the
one of the major weakness of this approach.
Some time following that kind of deserving
people cant help them and not able to find then
this will lead to the time wastage for the
organisation. Instead of this they need to adopt
another methods in which they easily go there
such as public spaces, advertisements, job fairs
and many more places (Zott and Amit, 2010).
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Company always needed good and deserving
employees by this process of recruitment can
complete that thing. They find the candidate
which actually perform better and give
effective and efficient performance the work
place. They judge and observe all the aspects
of the candidate such as their background,
confidence, education, skills and many more.
Some organisation prefer to go with the
internal recruitments which may be somewhere
restrict the fresh talent from the external
recruitment process. So, company basically
miss the chance of revolution in the company
by the new concepts and new range of the
growth and progress. Where areas, the
recruitment from the external are totally natural
pool of abilities and they willing to get the best
one and deserving one who can exact fit to
there job profile.
TASK 2
P 3 Benefits of different HRM practices within organisation for employee and employer
HRM practices try to maintain and balance the positive working environment along with
the create control and coordination so the Tesco can accomplish their respective goals by
appropriate time and as according to the strategy (Flamholtz, 2012F). These things promote and
support within the good performance and reputation among the target audience which actually
affect to growth and success. There are some of the benefits of the both employees and employee
at the firm provide by these HRM practices.
Advantages of the employer are as follows :- Create positive and healthy working environment :- This human resources department
go with various rules and regulations through which the organisation run smoothly and
maintain the decorum of the Tesco. These rules provide the safe working scenario to the
and help in performing better job conditions by encouraging and motivating them. Building team :- If the HRM do practices in appropriate manner then they also help in
building respective team of the employees with assigning them particular task which lead
to the great resultant by performing effectively and efficiently work performance.
 Helps in better future planning :- They also assist in gathering all the relevant
information about the several departments (Terziovski, 2010). By collecting and
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examine all the data leads to help manger by creating future opportunities which will be
beneficial for them and organisation too.
Advantages of Employees Increase efficiency of worker's presentation :- If the worker perform good at their work
place in the firm that will lead to the quality commodities they offer to the target audience
at minimal prices. This will affect to the image of the Tesco in the business competitive
market. Training to employees :- HRM initially identify the requirement and the performance of
the worker and compare to the external business environment. If they think to update
their employees to they can manage and organise various programmes to train and
develop their employees as in skills, talent and knowledge. This will help in stand in the
competitive market.
 Motivate workers :- This activities help to the employees to do their fair work and
motivate as well as encourage them for doing the better piece of work which will
resultant as the better quality of the production. HRM must try to understand the scenario
and try to avoid favouritisms and create equal and fair environment this will also
encouragement up the employees.
The difference between training and learning
Training Learning
It usually focused on the off the shelf solution Trim to customer's needs and solutions
There is no compel through assessment and
other part of delivery.
Follow by the various assessments, chapters
and lessons.
Demo, trials and labs based on highlighting the
features
Demo, labs are depend on the highlighting of
the customer's solution.
Tracking on delivery completion Tracking is essential
Difference between training and development
Basics Training Development
Meaning Process of raining knowledge and Process of learning and growth
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skills of employee
Orientation Job orientation process Carrier oriented process
Duration Short term, either fixed Long term process, place out of the life
Objective Enable the employees to perform
better job better
It ensure the overall growth of employees
Scope Narrow scope Wider scope
Identify the needs of training Industry related needs :- This may exist the definite pieces of industry knowledge which
employee should have. These needs is crucial for the organisation.
 Job related needs :- The major purpose of the job needs refers to improve final output to
their job itself which can be build by the error free part of technological appliances to
complete the call with customers.
 Task related needs :- It generally comes from the needs at specify part and other output
of the job. It is a combination of the various tasks and process which create job on daily
and annually basis.
Types of training
Training is important part of the organisation through this they update and modify the
knowledge and other skills of the knowledge and easily cope up with the external environment at
effective and efficient level. The training is classified into two parts are as follows :-
 On job training method :- It is regulate while doing the job. The organisation train the
candidate while performing the job. It includes-
1. Job rotation
2. Coaching
3. Committee assignment
4. Job instruction
5. Internship training
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 Off job training method :- This referred to the training in which the organisation give the
candidates training differently and preparer for them to perform well at the job. So, they
give them apart from the actual office in this includes :-
1. Case study methods
2. Incident methods
3. Role play
4. Lectures
5. management educations
Reward management: extrinsic and intrinsic rewards from work
Effective reward system are leads to the positive outcomes which is earned as the
conclusion of the performance of the employees. These are aligned by the goals of the
organisation and achieve the one rewards and goals. It is classified into two categories are as
follows :- Intrinsic rewards :- It is the internal to the individual which is something that offers to
the personal interest and other enjoyment of the work by themselves. These intrinsic
motivation deals with the individual and also achieve others and most powerful rewards
which came from the inside of individual.
 Extrinsic rewards :- It is also based on the rewards which is exactly tangible to them. It s
the external one to the individual which offered typically by the supervisor and manager
who consist up the power relation when this extrinsic rewards get offered by the amount.
These are usually by financially in nature, incrementalist of salary, verbal praise, public
non-recognition and may more.
Types of flexibility
Flexibility :- Employers actually need for the workforce flexibility and it is adaptably to
the organisational structure which apparently meet to the needs of the employees for flexible in
working hours. It is classified into the few categories are as follows :-
 Functional flexibility :- It is refer sot the process through which employee will gain the
capacity to undertake the entire variety of task. This approach is developed by the japan
and got few benefits such as :-
1. Incrementalist in motivational
2. Increase usage of the working capacity of employee's
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3. Employees are become multi tasked
 Numerical flexibility :- It allows the organisations is they can give feedback to them
quickly so they change the respective number of people who are employed. These
traditional full time posts are replaced by the
1. Staff rolling contracts
2. Out workers
3. Learning personnel
Model of flexible organisation by Atkinson :- This is the established model under scientific
organisations. This structure s actually designed by the raise in productivity and another control
of management by the establishing rules and process by designing jobs and partial ways and
separate conception from the various execution of works. Their internal labour created a career
path which is not established by the awards and contract by governing issues by lay off the
decisions, promotion decisions, leave entitlement and sick pay.
P 4 Evaluate effectiveness of various Practices of HRM by raising profit
Every organisation has the main motive and reason to survive in the market place that is
profit maximization. Although they have to earn it to stay in the market for so long without this
that can be very worst situation to survive in the market place without profit for so long. To
generate large amount of the success and profit they have to plan an strategy in great way
(Bolman and Deal, 2017). Although these all activities of human resources manage properly
under all these they also organise the training and development programs. So on through this
they update their employees as according to the external environment which help in make better
performance by all the employees which can lead to the growth and progress of the Tesco. This
will also make originative and more quality products that will increase the sales of the products.
The Tesco manager demands for the activities and practices of the human resources
management which give revenue of these enterprises will linked directly. If they go with most
efficient and effective activities of this human resources management that will be sure- footed of
more business will generate other profit and also assist in enhancing and developing the activities
in quite optimistic ways (Tarique and Schuler, 2010). Activities of the HRM it directly affects to
the primary process in finishing the respective task which impact to the of their products and
services which made by the worker. They also work on the employees In order to regulating
rules and regulations soon they can also help in maintain the good healthy working environment
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along with leading to the profit. It is important to provide the good working condition. They also
give compensation and incentive in order to lead with the good performance of the worker which
encourage them to do work more efficiently and other will motivate to gain that rewards and
incentives.
TASK 3
P 5 Importance of employee relation in context with Decision-making of HRM
Workers are the very important members in the entire organisation although they are the
one who implement the strategy and that the important phase in the whole process by working
and give shape to the final product. Employee relations refers to the efforts of the company to
manage the relationship in between he employers and employees. An organisation with the hood
employee relations programme provide the, a fair and constant tetramer towards the employees
so they will easily committed to their jobs and stay loyal towards their company. Organisation
also run the programmes through which they present and resolve the issues which is arising at
the organisations. These are he typically part of the human resources strategy which is actually
designed by the deliberate plans of the companies which help to maintain and gain the
competitive edge in the market place. Basically employee relations programmes lie with the
issue sand focus on the affected employees such as support of the working life, pay and benefits
and safe working conditions. It is quite important to make sure about maintaining the good
relations with workers so they motivate them and provide effective and efficient result in the
company (Bloom and et.al., 2012). These discipline and quality affect to the performance of the
employees which actually associates with the firm attainment. It is very much decomposable
process to establish success in today's current scenario because market is very dynamic and to
settle up with the strong footing they need to be updated and produce enough good quality
product so that consumer prefer that particular brands apart form other competitive one. Manager
have to be manage all the respective departments and organisation and try to control and
coordinate both of them by maintaining healthy relations with employees. Some for the factors
are as follows :-
 Training and development programmes should be arrange on the particular time interval.
So they can update their employee by modified by latest technology and current trends
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and scenario which is trending in the market. Through this update their skills and also
efficiently work on the innovative products that will attract customer more.
 Tesco should strictly compel the rewards and promotion should be given to the worker as
according to their respective performance and this will lead to encourage their respective
employees and motivate others too with this rewards and action place.
 Tesco need to treat all the employees at the same level and try to avoid the favoritism and
that will give equal opportunity to their employees and help in decision maker also.
 Organisation should also give chance of the job rotation for the manager through this they
will rotate to each department appropriately and also observe and analyse their things and
accordingly manage them (Surroca, Tribó and Waddock, 2010). This also offer and
invite the freshness in concept s and new ideas which help in accomplishing the goals and
process by time.
P 6 Employment legislation and their key elements and their impact on decision making of HRM
Rules and regulation combination of the various laws in the entire organisation and they
have to obey that according to the basic laws and policies. All of these polices actually defines
the control at social level of the employees and the other employees towards each other. By
making the effective and good policies at the business environment helps the workers. There are
various safeguards and rights of the employees some of the following rights are as follows :-
Minimum wage act :- In this act they have to compel the policies which is given by the
government in that they have to give minimum set wage to their employees and they are not
allow to give them at a lower amount (Avey and et.al., 2011). This is changes by the
government as in scenario of the inflations and deflation through this they help in fulfil the
appropriate needs by the government.
Employees right act :- These are some act for the workers who work at the business
environment. Because these are the assets of the entire organisations and they have to protect
their rights for the creative and positive working surroundings. So, as according to this act
organisation need to be render the basic facilities to all the employers. Organisation is purely
responsible to provide all the safe on the job conditions so they can work freely and achieve their
particular objectives and targets.
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Equal pay act :- they should properly provide the favouritism and biasness due to this
many employers already get disappointed and discouraged by this kind of partiality. So
accordingly organisation should avoid this and give all the employees enough equal change to
get the equal opportunities to growth and progress and accomplish their personal as well as
professional goals. If the workers who are working at same designation they all are allowed to be
pay fairly and equally within the safe conditions to all the members of the staff.
Worker's discrimination act :- It is strict compelled by the employees at the working
place and the HR as well a manager also keep eye on these kind of issues. As according to this
act they have to make sure that all worker work on the same working condition and ensure that
they should not treat any one with biasness on the fundamental of gender, age, cast, creed,
religion, nationality and other things (Shuck and Wollard, 2010). This will make morale down to
the employees and they might be not execute good at the working condition. Although if anyone
do these things then they will punish by the some punishment.
Trade unions and their role
It resist through the equal bargaining power the domination of employers over the
employees so they present interest in the employment relationship. It is the union efforts which
work with the benefits from the better pay and the working conditions which is actually treated
by the dignity and respect at work. There are some role of the organisations are as follows :-
Collective bargaining :- Labour unions which is developed by the employee they grant
by equal bargaining power a,log with the employers who traditionally able to excursive set the
conditional terms and conditions of pay and work. These unions consider them, and represent
them the negotiation with the workers.
Employee welfare :- These unions usually ,various time fought for their conditions and
term as in context of the employees. They represent their workers and secured their variety of
benefits like their higher wages and unionised employees along with the balance of the work life
characterized with the work schedule, protection from the imaginary plan and security of the job.
Legislations :- These union usually pay with the key role and also develop some for the
labour laws and regulations in very effective protection for the employees. These unions
introduce their push regulations in the areas of concern with the employees workplace. Their
lobby which is create for the laws and regulation in the areas which is concern the spreading of
information to their employees.
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TASK 4
P 7 HRM application in context of the work
Employees are treated as the backbone as the valuable assets of the entire organisation
who is managed by the human resources management. They are the one who do carrying out of
the quality product effectively and expeditiously at the at the working place in order to meet the
profit so they control and coordinate as according to the strategy made by top management of the
Tesco. But now in current scenario this company is going through from various vast and low
turning point at the business environment because they are dealing with the higher rate of
employee as well as job turnover (Allen and et.al., 2011). That will also going to represent he
very bad reputation at working place. To improve the situation they have to must work with
situation due to that they can improve and develop this.
 Manager have to identify and observe the employees so on that can help in
knowledgeable their speciality and their working style. Through this they assign duty to
them as according to their capabilities.
 To see lack of the requirement and appraise their working skills by arranging training and
development programs which help to the employees. Through this they will lead to
update and set up them for upcoming challenge and changing dynamic market conditions.
 Human resources teams have to make ensure that they utilise the right person by
assigning them right work Which will lead to be more growth and occurrence by
accomplishing the objectives and goals.
Job specification :- It is the statement which is written with the appropriate qualities and
qualifications, level of experience, emotional, physical, communication skills which is require
for the job and other simple demands. It will include the general health, intelligence, aptitude,
mental health, judgement and More and many more, There is some of the purpose of the job
specification are as follows :-
 It can be describe as the job description which assist to the candidates which s analyse
whether they are eligible to for applying to their specific job vacant or not.
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 It assist in recruiting the team of an organisations to underhand like which kind of the
qualification and qualities they possess and set the characteristics which is present by the
candidate and opening for the eligibility of job.
 It also help in selecting various and appropriate candidates for a specific job.
Person specifications :- It refers to the appropriate description of the skills,
qualifications, knowledge, experience and other criteria of selection as well as attributes. These
candidates need to posses and perform for the duties of job. These specifications which is
derived from the various foundation forms and another recruitment process. These specifications
and their selection decisions which is shortlist by the test, presentation and other stages of
interview. Purpose of the person specifications are as follows :- Specific :- These criteria demand for the specific instead of general. They have to make
sure that the specifications should be properly which reflects the requirements of the job.
It also helps in make sure the understanding of skills and qualification which is
experiences. Justifiable :- This criteria of selection must be in the task of jobs and other requirements.
They are non excusable criteria and other discriminatory and prevent to their suitable
applicants which is applying to their position.
 Measure able :- This is the written criteria which required to be going to access their
each of the candidates while against measuring the criteria.
CONCLUSION
As according to the above mentioned study, It is concluded that human resources is very
crucial part of the entire organisation they enlisted man deserving people in the organisation. So
they can help in achieving the cognitive content and objective of the company. There are various
policies HR regulate to run the Tesco smoothly by providing basic good healthy environmental
condition. There are various laws too which is for the employer so they can obey them as by
maintain the healthy circumferent at the business environment. Human resource management
should be very concern about the employees and try to boost up their abilities long with
promotive with rewards and bonuses. Manger of the Tesco Need to b more concern about the
company and try to identify the solution to sort out the issues and reduce the employees turnover
and develop the honour of the respective company which also lead to growth and progress.
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REFERENCES
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Bloom, N., and et.al., 2012. Management practices across firms and countries. The Academy of
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Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
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Fulton, E.A., and et.al., 2011. Human behaviour: the key source of uncertainty in fisheries
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Good human resources will boost your company profits, research proves. 2017. [Online].
Available through: <http://www.personneltoday.com/hr/good-human-resources-will-
boost-your-company-profits-research-proves/>. [Accessed on 2nd September 2017].
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