Human Resource Management: A Comprehensive Analysis of Recruitment, Selection, Employee Performance, and Development

This assignment delves into the crucial role of Human Resource Management (HRM) within organizations, exploring its purpose, scope, and impact on various aspects of employee lifecycle. Through case studies of 'Say it with Chocolate' and Microsoft, the report examines recruitment and selection processes, employee performance, development, and reward systems. It also analyzes the influence of factors like employee engagement, flexible working practices, and UK employment legislation on HR decision-making. The assignment provides a comprehensive understanding of HRM principles and their practical application in real-world scenarios.

Human Resource Management
1

Table of Contents
Introduction......................................................................................................................................3
Part 1: The Purpose and Scope of HRM and Recruitment and Selection.......................................4
Task 1 (LO1)................................................................................................................................4
Task 2 (LO4)................................................................................................................................8
Part 2: Employee performance, development and reward & Factors that influence HR decision
making...........................................................................................................................................12
Task 3 (LO2)..............................................................................................................................12
Task 4 (LO3)..............................................................................................................................17
Conclusion.....................................................................................................................................21
Reference List................................................................................................................................22
2

Introduction
The Human Resource Management is crucial to manage the highest level of Human Resource
activities within the organisation all across the globe. Every organisation essentially has a
department that looks after the Human resource issues within the organisational level.
Nowadays, the HRM has been integrated the management functions with the latest features of
Information Technology such as Cloud computing, SAP, Mobile technology and BigData
Analytics that automates and facilitates the overall Hunan resource activities within the
organisation. Systems used for HRM, influences individual as well as the organisation, so that
they are able to operate effectively. In order to operate the HRM effectively and efficiently
within the organisation, they set up strategies and objectives, so that the employees are able to
improve their knowledge, skills, motivation in order to function according to the opportunities
offered to them. The main job role of the HRM department in the organisation is to build
commitment within the employees through selectively recruiting them and provide them with
intensive training and development in order to make them efficient.
The assignment is upon the role and responsibilities of Human Resource Management within the
organisation. The assignment is divided into two parts and each of them has a respective case
studies.
The case study in the first part is about the “Purpose and Scope of HRM, Recruitment and
Selection” in context of “Say it with Chocolate” company (Godivachocolates.co.uk, 2018). The
first part firstly explains about the purpose of Human Resource functions and its significance to
the organisation. The rest of the first part explains the existing selection and recruitment
procedures applied by the HRM department of the organisation and also includes
recommendations to improve those recruiting processes.
The second part of the assignment enumerates the “Employee performance, development and
reward & Factors that influence HR decision making” with references to “Microsoft.” In the
first section of this part, the content explains about the current processes through which the
employees are trained and developed within the organisational boundary of Microsoft
(Microsoft.com, 2018). The part also explains about the importance of employee engagement
3

and employee relations within Microsoft. The part has stressed upon the role of employee
legislations of UK upon the organisations all across the globe.
4

Part 1: The Purpose and Scope of HRM and Recruitment and Selection
Task 1 (LO1)
Introduction
This report will cover purpose and importance of various HR functions in context to “Say it
chocolate”. Roles and responsibilities of human resource officers are clearly stated in this report.
In addition to this, the major issues of recruitment and selection methods used in this
organization are mentioned.
a) The purpose of the HR function and its importance to the organization, given its current
problems and future plans for further growth.
Purpose and importance of HR function in context to “Say it with Chocolate” are as follows.
Recruitment, selection and Training: Purpose of this function is to advertise vacant position,
conducting interview and hiring desired candidates along with providing proper training suitable
for job position. Selection is important to short list the applicants and choosing right employee
for the right position. This department generates qualified applicants for the organization. HR
department publishes various training materials and tools by covering all aspects of job
(mallbusiness.chron.com, 2018).
Payroll and Benefits: The sole purpose of this function is to determine salary and compensation
structure for employees irrespective of their position. This function takes care of all aspects of
employee benefits including health insurance and facilities. It also manages compensation
programs like fringe benefits and pension. Another purpose is to keep track on long term leave
and absence of employee.
Employee Relations: This function aims at handling various disputes among employees as well
as encouraging them to work together. In addition to this, its purpose is to strengthen employee-
employer relationship by measuring employee satisfaction level, improving working condition
and providing work support to employees (Leat, 2012).
5

Ensure Compliance with Labor Laws: HR department comply with all labor laws through
setting minimum working hour and wages. HR department is adhering to occupational safety and
health act in order to provide a safe working environment reducing work place injury (Friend and
Kohn, 2014).
There are number of complaints came from applicants that n “Say it with Chocolate” is not
using a fair way to conduct the test and most of the recruits have failed their probationary period.
Therefore, HR officer should take necessary steps for conducting a fair selection process as well
as arranging job specific training in probationary period. Staff turnover has increased in this
organization. HR department should provide performance benefits to their customer satisfaction.
This will help in reducing staff turnover. Say it with Chocolate” is planning to improve its
performance appraisal system and providing long term benefits to employees such as medical
facilities, insurance and quarterly bonus. It also aims at improving employee relationship through
a committee.
b) How you see your role and responsibilities as a Human Resource Officer.
Human resource officer plays a role of changing agent, business partner, employee advocate and
also as an administrative expert for organization.
As a changing agent HR officers focus on changing work culture and responds to dynamic
management process. They develop and execute employee development program in order to
motivate them adapt quickly in organization.
As a business partner HR officers try to maintain relationship between management and
employees. They also contribute their idea in strategic planning process and also suggest some
new improvements in business operation.
As an employee advocate introduce employee grievance process and resolve their issues related
to working condition. They stand on behalf employees for protecting their right.
As an administrative expert they manage all regulatory changes and report all business activities
to management.
Major Responsibilities of Human Resource Officers
6

They are responsible for recruitment process through presenting talented and desired employees
before management. They are responsible for fairness of different selection process. They build a
suitable work culture for employees and try to maintain a relationship between employer and
employees. They motivate employees to work effectively through performance and reward
planning. Another key responsibility of HR officer is to support innovative steps taken by
employees and give a chance to show their talent outside the organization.
c) The advantages and disadvantages of the current selection methods used by the
organization and compare it to other approaches of selection methods.
“Say it with Chocolate” is based in a highly unemployment area and the administrative
vacancies are high. In order to shortlist applicants, the organization has started using following
selection methods.
Inviting Application: The organization calls candidates to apply for open position. Detailed job
specification and description are provided in advertisements. This is the initial phase of selection
method used by “Say it with Chocolate”. This process gives information regarding professional
and personal data of applicants. However, demerit behind this selection method is human
resource department has put more effort in analyzing candidate’s profile (Singh et al., 2014).
Assessment test: This test is based on mathematics and English compensation. Organization has
fixed a pass mark of 50% in both subjects. Candidates are shortlisted based on the passed mark.
This selection method helps to compare applicants based on their analytical skills. This method
does not focus on candidate’s job specific knowledge.
Reference: This selection method is used by “Say it with Chocolate” to cross check the
information provided by candidates in application form. Candidates have to give at least two
references during selection process. This method does not focus on candidate’s skills and ability;
it is just a rechecking of personal detail (Singh et al., 2014).
Face to face interview: “Say it with Chocolate” conducts personal interview, which is an
informal chat between applicant and interviewer. This interview process is not suitable for the
organization, as it does not involve any check for subject knowledge.
7

“Say it with Chocolate” implement other approaches of selection method like group discussion
and job specific interview. This will make short listing process easy for organization by selecting
right candidate for right job.
d) Potential improvements that could be made to the current selection methods.
Current selection method of “Say it with Chocolate” is not fair as complained by some
applicants. In addition to this, face to face interview process is just an informal chat.
Organization need to avoid such practices as these things may discourage applicant and they may
lose faith on organization.
The organization need to truly prepare for interview process. Human resource officers should go
through all application forms in detail without overlooking. They must be proactive towards
candidate’s responses. Applicants must be allowed to ask their queries regarding open position
during interview process (Bratton and Gold, 2017).
Human resource department should tighten selection process by providing equal chance to each
candidate. It must explore all recruiting sources in order to invite a number of candidates.
Interviewer must ask relevant and straightforward questions suitable for specific position.
Candidates must given chances to appear another round of interview based on their honesty.
Organization must choose candidate who has right experience and positive references.
Conclusion
From the above report, it is stated that HR department performs various functions in order to
support in activities of organization like recruitment, selection, employee laws and others.
Human resource officers should take necessary measures in order to avoid issues involved in
selection process.
8

Task 2 (LO4)
a) Create a person specification for the role
The individual has to necessarily have th4e following core competencies in much higher level
within their work.
Core Competencies
 Shall have proper focus upon customer and their behaviour
 Shall be of friendly nature
 Shall have the ability to work without supervision
 Shall have Good written and verbal communication
 Shall be self-motivated
 Shall have excellent management of time.
Experience
 Shall have experience of having guests within their homes and managing them efficiently
 Shall have the experience of working in collaboration
 Shall have the experience of simple clerical duties
 Shall have the experience of good interpersonal skills
 Shall be presentable in nature.
Special Knowledge and Role Requirements
 Good grasp of knowledge of working in MS Office.
 Shall have the ability to work upon a large initiative completely on its own
Additional Job Requirements
 Shall be willing to work flexibly in any circumstances Shall have an interest in health and leisure industry.
b) Provide a rationale for a suitable medium for placing the advertisement.
9

With the course of time, the traditional recruitment mediums have become less influencing and
demanding in the competitive market. Every organisation has similar aim to successfully recruit
the efficient candidates within smaller time period. Job Advertisement through Online
Recruitment comes in this scenario as an aid for the cause of recruitment (Brandão et al., 2017).
Some of the major benefits of placing the job advertisements in the online websites are as
follows:
 With the help of online job advertisements through websites helps the organisations in
having the benefit to gain maximum revelation to a huge numbers of job seekers all
across the globe. There are many online portals through the organisations will be able to
advertise the job openings within their boundary such as Indeed, LinkedIn, TimeJobs and
others. These online job portals provide an advantage to the organisation to be flexible.
 With the help of the online portals, the organisations are able to report along with the key
data and insights that provides them with an advantage to monitor the progress of the
recruitment campaigns, the organisations conducts. The online job portals have in-built
options to create automatic resume under the guidance of the particular organisation, so
that the portals are able to provide right kind of candidates according to the organisational
needs.
 Online job portals helps the organisation in saving time since, the procedures that are
conducted are quick and efficient.
 The online job portals are able to provide more returns to the organisations from their
investments for the job advertisement campaigns.
 The interfaces that are provided by these online portals are easy to understand and easily
accessible therefore, the organisations as well as the candidates who are applying for the
job vacancies have an advana6tge ease of access.
c) Discuss the advantages and disadvantages of the previous methods of advertising jobs in
the organization
The organisation “Say it with Chocolate” previously used the following methods to advertise the
job vacancies within their boundary and they are as follows:
Writing effective advertisement proposal
10

One of the main advantages of using this mode of advertising the job openings is that to provide
traditional scope to the candidates (Grandey et al., 2015). However, with the course of time, the
younger as well as the older generation are more dedicated towards the online web portals to
meet with the need of employment.
Local Newspaper
The advertisement of job openings is very beneficial for recruiting workers from the locality.
However, when it comes for large scale employment, the advertisement through local newspaper
is inefficient since, the cost for printing the advertisements will be comparatively high in this
case (Brooks and Pinson, 2017).
Social Networking Sites
Job Advertisements through social networking site are very efficient in case of recruiting
candidates in international level however, when it comes to employ candidates within the
national and local boundary, advertising through the social network platforms are pretty much
expensive than compared to that of local newspapers and advertisement proposals (Buettner,
2016).
d) Produce a minimum of 6 questions which could be asked at the interview for the
Receptionist, which would help to improve the selection decision making process.
During the interview, the questions that are going to be asked to the candidates are as follows:
Q1. Tell me about your qualifications.
Q2. What are your hobbies?
Q3. Elaborate your strengths and weaknesses?
Q4. Have you done any internship, if yes; share your experience and your performance.
Q5. What are your technical skills?
Q6. What in your extent of knowledge in MS Office?
Q7. Do you have any prior experience in Database Management Systems?
11

Q8. Are you in favour of relocation?
Q9. What is your experience in managing and handling the common people conflicts?
Q10. Share your experience about the interview.
Q11. What is your preferred salary package?
Q12. How you would like to rate the interviewer?
12

Part 2: Employee performance, development and reward & Factors that influence HR
decision making
Task 3 (LO2)
Provide a summary report which addresses the following questions:
Introduction
The task is distributed into three segments that explain different types of training and
development methods are implied to the employee, opportunities for permanent employees,
importance of flexibility and significance of motivating the employees within Microsoft.
a) Microsoft offer apprenticeship and graduate training schemes. Evaluate the benefits to
both the organisation and employees of such schemes.
Apprenticeships
It is defined as a method with which a particular individual learns how to do a particular task
within the organization under the auspices of someone skilled in that particular field and in the
same organisation. Within the organisational boundary of Microsoft, apprentices are hired and
are provided with the apprenticeship training in a group that is controlled and supervised under
skilled professionals of the organisation (Lucas and Spencer, 2015). The method is preferred by
the organisation, since they find the method very convenient to mould the skills and talents of a
particular employee according to the demands and criteria of the job roles and the organisation as
a whole.
Benefits to Organisation
With the help of Apprenticeship, Microsoft is able to harness fresh, talented and skilful
employees by equipping their practical skills and qualifications within their organisational limits.
Some of the major benefits are as follows:
 Apprenticeship provides huge returns to the organisation through small investments. The
employers who are recruited, votes that the existence of apprenticeship makes the
13

workplace within Microsoft more productive and they are able to develop the sense of
competitions within themselves.
 The concept of this method has helped the organisation to maintain simpler hiring
procedures and keep them cost-effective.
 The particular method of recruitment is able to coerce motivation and preservation within
Microsoft.
 Microsoft is able to train their existing staffs, develop the new talents, generate new ideas
and perspective, and maintain astonishing talent pipeline.
Benefits to the Employees
 Apprenticeship has evidently boosted the productivity and has increased the urge of
competitions within the employees working within Microsoft.
 Since the training method is cost-effective, the employees are able to have increased
opportunities to build their respective skills and maintain good relations among
themselves.
 The level of motivation, commitment and support is increased within the employees, who
start up their job career as an apprentice in Microsoft since, the organisation is able to
increase staff loyalty and retention within the employees.
Graduate Training Scheme
The Graduate Training Scheme is a hiring procedure offered by the organisation to the
employees and the whole procedures lasts for 1-2 years (Li et al., 2016). The particular hiring
and training procedures are created with features that help the employees to kick start their career
within a particular firm. Microsoft implies the particular training and development scheme for
extensive induction, formal mentoring, planning of development in career, structured rotations,
organisational support and enhancing the level of education of the employees.
Microsoft has adopted the particular training scheme since the method is affordable as the pay
scale of the graduate trainees are kept low than compared to that of the experienced ones within
the firm. With the help of graduates within the organisation, Microsoft has the advantage of
increasing their returns upon their investments. The organisation has the right to mould the
talents and skills of the employees according to their organisational requirements. Therefore, this
14

is evident that both the training methods provides equal amount of benefits to both, organisation
as well as employees.
b) What developmental opportunities are available to staff once they are in a permanent
job role?
It is evident that growth and development of the employees within the firm necessarily increases
and expands their knowledge, skills, and behaviours. The significance of attaining new skills and
talents helps the employees to develop their level of motivation and job satisfaction, reducing the
occurrence of job stress to increase effectiveness within their workflow algorithms.
The professional as well as the permanent employees in Microsoft adopts the nature in which
they continuously improve their work-quality and skills associated with it. Due to presence of the
employees having the urge of improvement helps the organisation to enhance effectiveness
within the organisational boundary (Freedman et al., 2018). Some of the major opportunities to
the permanent employees within Microsoft are as follows:
 To continue their education
 To develop their career and other counselling services
 To have increased scope of promotion and career advancement within their respective job
profiles.
c) Explain the benefits of the approach Microsoft has taken in respect of flexible working
practices
It is significant for the organisations to maintain flexibility within their business activities, since
flexibility helps the employers as well as the employees to develop efficient working conditions
for themselves within the workplace. The employees are able to maintain their work and life
balance and improve their productivity as well as their efficiency if the activities within the
organisations are flexible as far as possible. Flexibility is mainly of three types namely,
Numerical, Structural, and Functional. The Numerical Flexibility mainly comprises of three
different forms that are part-time working, temporary and fixed-tem indentures, and delegation.
The Structural Flexibility or rather the Flexible Structure Method (FSM) helps the organisation
to facilitate the end results and increase productivity (Zhu and Scott, 2017). The Functional
15

Flexibility enables the employees to work according to different functions having respective
roles and responsibilities.
Microsoft employs both Numerical and Functional Flexibility within their work culture. In
order to maintain Numerical Flexibility, Microsoft is able to regulate an appropriate of
employees to deal with the problems and variations in demands within a specific job role or
number of job roles (Addessi et al., 2014). While the organisation as a whole utilizes the concept
of Functional flexibility in order to increase the scope of competitiveness, overall efficiency,
proper scheduling of tasks, and developing effective teams to carry out specific and complex
tasks within the organisation (Micevski et al., 2016). Some of the benefits that are attained by
Microsoft through maintaining flexibility within their overall organisation are as follows:
 Since, the employees have the right to choose their working hours, an advanced and
productive workforce exists within the organisation.
 Employees are seemed to work freely within the flexible organisation and this way
Microsoft is able keep their employee happy with the efficient and flexible work culture.
 The operations within the organisation have become cost-effective and thus, the
employees develop better morale and social concern among each other.
 The organisation has the advantage to attract better talent from the competitive markets
and has scope for lower turnover.
d) Explain how Microsoft motivates its workers through its job design and systems of
reward
Microsoft enhances and compliments their employees as well as their respective performance
through creative motivating techniques and social understanding. Some of the ways through
which Microsoft motivates their employees are as follows:
 The organisation compliments the efficiency of employee’s performance by providing
them with incentives, appraisals and promotion through recognition by evaluating their
performance through continuous observations.
 The organisation provides feedbacks at every level to their employees, so that they are
able to recognise their limitations and apply efforts in order to improve.
16

 The organisation sometimes according to certain situations, asks the employees to
volunteer for specific roles and through this they are able to provide the employees with
leadership abilities (Shockley-Zalabak, 2014).
 The organisation also accounts for opinions from the employees through arranging
periodic surveys in order to respect individuality of every employee within the
organisation.

17

Task 4 (LO3)
a) What is meant by the term employee
engagement?
Employee Engagement (EE) is defined as a
significant indicator in order to measure the
influence and relationship between
employee and the organisation. The
significance of employee engagement is that
the organisation is able embrace all the
impacts of employee’s commitment to the
organisation (Sharma and Rajput, 2017).
The organisation is also benefitted from
employee engagement through increased
productivity and decreased employee
turnover.
Figure 1: Employment Engagement
(Source: Kbmanage.com, 2018)
b) Why is employee engagement an
integral strategy of employee relations?
The above section defines Employee
Engagement as a0 significant indicator
while Employee Relations are the
interrelationships among the employees and
the organisation where minimum disputes,
proper management of trade unions, and
employee satisfaction are entertained within
the organisation. The organisation is able to
maintain efficient employee relations only
through enhancing the level of Employee
Engagement. With the help of efficient
employee engagement, the employee
develops the idea how their work as well as
their work culture contribute towards
delivering profits for the organisation
(Albrecht et al., 2015).
Employee engagement within the
organisation is enhanced through well-
informed activities occurring in the
organisation, attentive presence during
decision-making, freedom of speech within
the organisational boundary, scope of
development within the employee, and
organisational concern towards health and
safety of the employees. With the help of
successful employee engagement, the
employee relations forms critical and
integral part during Recruitment,
Orientation, Training, Recognition,
compensation and benefits to the employees
18

within an organisation. Thus, it is evident
that to maintain efficient and conflicts-free
relationships among the employees and the
organisation, the employers has the need to
engage their employees through observation,
so that suitable employees exist within the
organisation.
c) Identify some of the key approaches to
engaging workers discussed in the summit
and explain their importance in terms of
improving communication in the
workplace. (250)
Role of Trade Unions and Employee
Engagement
The labour and the trade unions within the
organisation play an important role in
engaging the employees, so that they are
able to work together through maintaining
peace and harmony within the organisation.
The Local trade unions are responsible in
solving the conflicts and complex issues that
arises within the organisation among the
employees due to clash of cultures, religion
and customs (Marchington, 2015). The
Local Trade and Labour Unions are very
significant to reduce the wastage of
employer’s time and turnover rate through
collective bargaining and removing those
who are creates most conflicts and problems
respectively.
Workplace Representation and Employee
Engagement
The workplace of the organisation is
responsible to positively correlate employee
engagement within the boundary of the
workplace. The employees who are
efficiently engaged, has more control over
their experiences during implementing their
tasks (Huang et al., 2016). Employee
Engagement is responsible in promoting
efficiency and tradition within the work
culture. The culture within the organisation
is positively influenced with the help of
engagement levels.
Role of Discipline, grievances and
redundancy to engaging workers
The organisation has certain policies for
maintaining discipline and controlling
employee’s as well as employer’s
grievances through procedures. These
procedures enable the employers to deal
comparatively and constantly due to
delinquency and criticism from the
employee while operating within the
workplace (Currie et al., 2017).
d) Identify the main pieces of employment
legislation in the UK and explain how
they influence human resource decision
making (from recruitment, training and
19

development and reward, to redundancy
and retirement)
The Employment Law has become essential
to be opted by every organisation all over
the globe due to the increase in negative
responses and cultures towards the
employees within their workplace. These
laws are responsible to protect the
employee’s dignity by reducing the ill-
treatment towards them. Some of the
employment laws that influence the
decision-making of the human resources in
the organisation within the national
boundary of UK are as follows: Fair labour Standards Act, 2009
The particular legislative law in UK is
responsible to ensure that the workers within
the national boundary of UK shall be
provided with equal payments and benefits,
so that there are no generation of issues
related to decimation within the
organisations existing within the nation
(Baumann-Pauly et al., 2017). The HR team
controlled by a HR manager recruits and
sets equal pay scales to every employees
without discriminating them on the basis of
gender, culture, religion, castes and others.
 Occupational Safety and Health
Act, 1970
Under the guidance of this legislative law,
the employees are able to work efficiently
and safely within the organisation all across
the nation. The HR team of every
organisation within the nation ensures that
the workspace provided to their employees
is safe enough for their respective operations
(Rosner and Markowitz, 2016). If there are
any cases that affect the health and safety of
the employees, the HR team and the
organisation as a whole have the
responsibility to take initiative to mitigate
the issue.
 Data Protection Act, 2018
According to the Data Protection Law, the
HR team ensures that there are no leakages
of data and confidential information from
the organisational premises because they
have their own copyright upon those data
and leaking up of those is treated as a
criminal offense by the organisation
(Grentzenberg and Kirchner, 2018). The HR
team under the authority of a HR Manager
has the right to penalise the employees or
any other member of the organisation, if
they are found convicted in leaking up of
confidential data.
20

21

Conclusion
The aim of the overall assignment is to elaborate ideas and concepts of human resource
management and activities that exists within the organisation all across the globe. Every
organisation has their own and unique concept of managing their employees and the overall
organisation however has the common aim to increase productivity within their employees, so
that the organisations and its functions are benefitted by the efficient roles of the employees.
Thus, it can be concluded that organisation has a need of HRM within their boundaries
regardless whatever the functions and activities they imply; the ultimate aim is how they are able
to increase their profit margins in the competitive market.
22

Reference List
Addessi, W., Saltari, E. and Tilli, R., 2014. R&D, innovation activity, and the use of external
numerical flexibility. Economic Modelling, 36, pp.612-621.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Baumann-Pauly, D., Nolan, J., Van Heerden, A. and Samway, M., 2017. Industry-specific multi-
stakeholder initiatives that govern corporate human rights standards: Legitimacy assessments of
the Fair Labor Association and the Global Network Initiative. Journal of Business Ethics, 143(4),
pp.771-787.
Brandão, C., Morais, C., Dias, S., Silva, A.R. and Mário, R., 2017, April. Using Online
Recruitment: Implicit Theories and Candidates’ Profile. In World Conference on Information
Systems and Technologies (pp. 293-301). Springer, Cham.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brooks, B.S. and Pinson, J.L., 2017. The art of editing in the age of convergence. Routledge.
Buettner, R., 2016, January. Getting a job via career-oriented social networking sites: The
weakness of ties. In System Sciences (HICSS), 2016 49th Hawaii International Conference
on (pp. 2156-2165). IEEE.
Currie, D., Gormley, T., Roche, B. and Teague, P., 2017. The management of workplace
conflict: Contrasting pathways in the HRM literature. International Journal of Management
Reviews, 19(4), pp.492-509.
Freedman, M., Owens, E. and Bohn, S., 2018. Immigration, employment opportunities, and
criminal behavior. American Economic Journal: Economic Policy, 10(2), pp.117-51.
Friend, M.A. and Kohn, J.P., 2014. Fundamentals of occupational safety and health. Bernan
Press.
23

Godivachocolates.co.uk. (2018). Say it With a Chocolate Hamper. [online] Available at:
http://www.godivachocolates.co.uk/Say+it+With+a+Chocolate+Hamper.html [Accessed 6 Jul.
2018].
Grandey, A.A., Rupp, D. and Brice, W.N., 2015. Emotional labor threatens decent work: A
proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36(6),
pp.770-785.
Grentzenberg, V. and Kirchner, J., 2018. Data Protection and Monitoring. In Key Aspects of
German Employment and Labour Law (pp. 135-151). Springer, Berlin, Heidelberg.
Huang, Y.H., Lee, J., McFadden, A.C., Murphy, L.A., Robertson, M.M., Cheung, J.H. and
Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of safety climate on
job satisfaction, employee engagement and turnover using social exchange theory as the
theoretical framework. Applied ergonomics, 55, pp.248-257.
Kbmanage.com. (2018). Employee Engagement - What is it? Definition, Examples and More.
[online] Available at: https://www.kbmanage.com/concept/employee-engagement [Accessed 6
Jul. 2018].
Leat, M., 2012. Exploring employee relations. Routledge.
Li, J., Wu, Q., Yu, T., Zou, Y. and Li, Y., 2016. Construction of the Training Mode of the
Combination of Clinical Medical Professional Degree Graduate Education and Resident
Standardized Training. Creative Education, 7(06), p.802.
Lucas, B. and Spencer, E., 2015. Remaking Apprenticeships: powerful learning for work and
life.
mallbusiness.chron.com. (2018). Key Functions of an HR Department. [online] Available at:
http://smallbusiness.chron.com/key-functions-hr-department-31206.html [Accessed 5 Jul. 2018].
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review, 25(2), pp.176-187.
24

Micevski, M., Dewsnap, B., Cadogan, J.W., Kadić-Maglajlić, S. and Boso, N., 2016.
Performance Implications of the Interplay Between Sales Intra-Functional Flexibility, Customer
Orientation and Role Ambiguity. In Marketing Challenges in a Turbulent Business
Environment (pp. 67-72). Springer, Cham.
Microsoft.com. (2018). Microsoft - Official Home Page. [online] Available at:
https://www.microsoft.com/en-gb [Accessed 6 Jul. 2018].
Rosner, D. and Markowitz, G., 2016. “Educate the Individual... to a Sane Appreciation of the
Risk” A History of Industry’s Responsibility to Warn of Job Dangers Before the Occupational
Safety and Health Administration. American journal of public health, 106(1), pp.28-35.
Sharma, U. and Rajput, B., 2017. A study of employee engagement in information technology
sector in India. ACADEMICIA: An International Multidisciplinary Research Journal, 7(5),
pp.81-95.
Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. Boston, MA:
Pearson.
Singh, P., Mathur, G., Jain, M. and Sahayaraj, M.A., RECRUITMENT & SELECTION & ITS
IMPACT ON ORGANIZATIONAL PRODUCTIVITY.
Zhu, M. and Scott, M.H., 2017. Unified fractional step method for Lagrangian analysis of quasi‐
incompressible fluid and nonlinear structure interaction using the PFEM. International Journal
for Numerical Methods in Engineering, 109(9), pp.1219-1236.
25