Human Resource Management: A Comprehensive Guide to HRM Practices and Their Impact on Organizational Success

This report delves into the multifaceted world of Human Resource Management (HRM), exploring its purpose, functions, and practices within the context of a real-world organization, Hilton Hotel. It examines the strengths and weaknesses of different recruitment and selection approaches, analyzes the benefits of various HRM practices for both employers and employees, and evaluates their effectiveness in raising organizational profit and productivity. The report also investigates the importance of employee relations in influencing HRM decision-making, identifies key elements of employment legislation and their impact on HRM decisions, and illustrates the application of HRM practices in a work-related context. Through a comprehensive analysis of HRM practices, this report provides valuable insights into how organizations can effectively manage their human resources to achieve strategic goals and foster a positive and productive work environment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................2
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................5
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................7
LO 2.................................................................................................................................................9
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................10
M3 Explore the different methods used in HRM practices.......................................................11
LO 3...............................................................................................................................................13
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.......................................................................................................................................13
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................14
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making.............................................................................................15
LO 4...............................................................................................................................................16
P7 Illustrate the application of HRM practices in a work-related context................................16

M5 Provide a rationale for the application of specific HRM practices in a work-related context
...................................................................................................................................................17
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

LIST OF FIGURES
Figure 1: Functions of HRM............................................................................................................3
Figure 2: Selection and Recruitment process..................................................................................5
Figure 3: HRM in organization........................................................................................................7
Figure 4: The Recruitment process..................................................................................................8
Figure 5: HRM practices...............................................................................................................11
Figure 6: HRM - work-related context..........................................................................................17

LIST OF TABLES
Table 1: Different functions of HRM..............................................................................................2
Table 2: Sources of Recruitment.....................................................................................................3

INTRODUCTION
Human resource management is the practice of managing the activities of the business and the
employees for the objective of achieving the success. The role and purpose of the HRM is to
administer and manage the resources and human activities in the organization. The current report
is based on the significance and importance of the human resource management in the
organization. The report will discuss the practices and the approaches to motivate the employees
and in improving their performance. Hilton Hotel is the organization located in UK who follows
the HRM practices to manage the affairs and activities of the organization. The report will also
evaluate that how the business is dependent on HRM for the success and growth. HRM gives
techniques which helps to motivate the employees and in developing new ideas for the
operations of the business. HRM will add value to the process and activities of the management
by maintaining good relation between the employer and employees.
1

LO 1
P1 Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resource management is the activity to manage and administer the resource planning,
performance of the management and the employee relations. To achieve the strategic and
operational objectives of the organization Hotel Hilton uses the strategy of HRM.
Purpose of HRM
 To resolve the issues and conflicts of the human resource
 To explore the best services and facing the challenges to compete in the market
 To retain the existing employees and investors and attracting new investors for financing
activity
 To ensure the best use and support of the technology and work strategies (Cristiani and
Peiró, 2015)
Table 1: Different functions of HRM
Functions Role in HRM
Planning First function of the HRM department is to plan the strategies for
goals and analysing the future threats.
Staffing Staffing is the process to appoint and retain the employees in the
organization.
Recruitment The process of recruitment is to search and appoint people with
new talent. Hilton establishes a balance for better coordination
and decision making.
Selection Selecting the perfect employee for the job role and elimination
the weak performances.
Training and Development Hilton adopts the method of training and development to
encourage the workforce planning.
2

Figure 1: Functions of HRM
Workforce planning
The workforce planning is initiated with the help of functions of HRM to manage the skills and
talents of the employees. The HR manager work to motivate them for putting maximum efforts
in completing the objectives of the organization. In Hotel Hilton, the HR manager identifies the
needs and requirements of the employees in developing the strategies for the workforce.
Workforce planning manages and supports the talent of the employees for providing best
services. Workforce planning includes the steps of appointing and assigning the work to right
people with right skills at right place which are to be utilised at right time (Weiss, 2015).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Hotel Hilton follows the process of selection and recruitment of the employees to appoint and
promote the talented employees in the departments of the organization. The management search
the qualified employees for developing the activities of the suitable fields.
Table 2: Sources of Recruitment
Sources of recruitment Strength Weakness
Internal Recruitment Saves the cost of the process and
the spirit of motivation arise
Absence of new and fresh
talent due to lack of new
3

among the employees for the
promotion and bonus
appointments in the
organization
External Recruitment Management will consists of
employees with new and fresh
talent. The level of the
performance will increase with the
help of new ideas and talent
(Mahmood, 2015)
The process is long and time
consuming and the
management personal is
engaged in the process of
selection instead of focusing
on the work.
Recruitment by personal
specifications
The recruitment will bring new
employees who are specialised in
specific fields. They are appointed
by the job descriptions and
interviews
The person will be expert in
specific fields and not in
overall work system.
Sometimes the job description
is not clearly understood by
the person and this leads to
wastage of time of the
management
At Hilton, the competency approach and contingency approach is followed to focus on the
implementation of the strategies and formulating the plans for the selection and recruitment of
the employees. The competency approach helps the employees to develop the skills for facing
the competition in the organization from other employees (Resende and Fernandes, 2016). The
organization follows the steps to avoid future contingencies related to the employment purpose.
4

Figure 2: Selection and Recruitment process
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
The HRM works to achieve the objectives of the business by providing the talented and skilled
employees. HRM in Hilton Hotel defines the nature of the work and the skills of the employees
which will help to achieve the objectives collectively. Functions of HRM to fulfil the business
objectives are:
Planning and controlling
HRM in the business will plan and control the activities of the employees by identifying their
needs and behaviour. After planning they will control the activities of the employees for
completing the goals and avoiding the wastage of money and resources (John and Björkman,
2015).
Research and Administration
5
Define
Requirements
Job description
Job specification
Attract Potential
Employees
Job advertising
Select Right Prople
Job interview
Ability test

The department of HRM in Hilton performs the research to judge the opinions, leadership, and
employee termination along with the promotion activities to bring a change in the management
working styles of the organization.
Advisory function
The HRM department will provide advice to the other management personal and to the
employees as and when needed for activities like planning, recruitment, selection, designing the
solutions for the problems, promotions etc.
Directing employees
The employees of Hilton need direction to perform the activities and functions from time to time
and for different activities. The HRM department provides direction and issues standard
guidelines for the employees to perform the activities individually and collectively in a team
(Jamali, 2015).
Motivation
Encouragement and motivation is very important to increase the efficiency of the employees.
The HR manager and the management of Hilton encourages the employees at regular intervals
with the help of training and providing them bonus or incentives.
Therefore, the functions of HRM search and evaluate the performance of the employees and
provide the talented and skilled employees to the business.
6

Figure 3: HRM in organization
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
The employee selection is very crucial process in the organization as this involves the critical
evaluation of the behaviour, skills, talent, knowledge, strength and weakness of the employees
for the working of the business (Townley, 2014). The process has both negative and positive
aspects for the appointment of the employees which shows the strength and weakness of the
approaches.
Efficiency of recruitment and selection
The process is efficient in determining the strength and positive outcome of the activities of the
employees. This identification helps to eliminate the problem of the discrimination as the
employees are recruited on the basis of their talent and skills. The level of the process of
selection impacts the value of the goodwill in the market of the organization. Selection of the
new employees helps the management to divide the work and they can focus on the core
competencies of the organization.
7
HRM
Motivation
Directing
Employees
Planning
and
controlling
Research
Advisory
function

For example, Hilton organises the process of selection and recruitment of the employees on the
basis of education qualification and work experience which helps in segregation of the work. The
efficiency is achieved due to fresh talent and difference in work experience.
Weakness of recruitment and selection
The management of the organization has to engage the experienced and qualified personals in the
process of selection and recruitment process. They are the person with experience and
knowledge in identifying the capabilities of the candidates. The process involves cost and time as
managing the process of interview requires huge cost for advertisements and promotional
activities (Alonso, 2015).
For example, at Hilton the management of the organization publish advertisements in the
newspaper and on social media for the job vacancy with the description of the job role and
conditions. If the management is not able to find the required candidates then the entire effort is a
waste for the organization.
Figure 4: The Recruitment process
8

LO 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
HRM practices focus on improving performance of employees for achieving the goals of the
organization and fulfilling the personal as well as professional objectives of the employees. The
practices which provide benefit to both employer and employee are:
Recruitment and selection
The selection and recruitment process will support the employer with new skills and talented
employees who will provide new ideas and plans for the internal workings of the organization.
Hilton conducts the process of selection and recruitment which provide benefit to employee and
employer for the efficient working (Tzabbar et al, 2017).
Training and development
Training and development provide the benefit to the employment of the organization for the up-
gradation of the knowledge. The employer will receive knowledge about the market scenario and
employee gains knowledge about the self learning and self managing the work. The Hotel Hilton
focus on increasing the knowledge of the employees and the employer by training them for the
particular task. This will increase their efficiency and would aid the organisation in achieving the
planned goals
Rewards and incentives
The rewards and the incentives are the factors which motivate the employer and the employer.
This is the way to increase the productivity and performance of the organization by identifying
the requirements of the management.
Performance and productivity
The performance of the employer and the employee assessed by the management and the
organization and giving importance to the ideas helps to develop the performance of the
9

employees. It includes identifying the key skills and knowledge of individual that are mainly
appointed in organisation or are currently working at the workplace (Yang et al, 2015).
In Hilton the employer and the employee are benefited by enhancing the confidence and the
capabilities. Therefore, the HRM practices are very important for developing the carrier of the
employer and the employee. In addition, interviews are also effective where managers will talk
to employees personally and ask them about their needs.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
The HRM practices are very effective in raising the organization profits and improving the
productivity in the system. HRM considers the factors such as performance, career management,
training and reward system in the organization (Cascio, 2018). Hilton uses the HRM process
effectively for profit and productivity in the organization and follows the procedures like:
Career management – The department helps the employees to achieve their personal goals along
with the professional goals to develop the career and self learning process. This will increase the
productivity of the employees.
Performance Benchmark – Every business adopts the practice for setting the benchmark for the
performance in order to evaluate the competitive approach. The result of setting the benchmark
means that the organization and its employees should reach the decided level of performance.
Therefore, to achieve the goals the employees are motivated to use their abilities and skills.
Employee Relations – Efficient communication and coordination between the employees and with
the employer are the key for long term success of the organization. Hilton focuses on maintaining the
good employee relations for quality production and higher profitability. Good relationship between
the employee and employers help in developing faith and trust and motivates the employees to put in
extra efforts.
Appraisal and Reward Technique – According to the expert’s opinion, employee performs the work
with full efficiency when their interest is protected by the organization and they are motivated with
different techniques. Therefore, Hilton uses the method of appraisal and rewards for motivating the
employees.
10

Training and Development - Updated knowledge and information is necessary to improve the
productivity and performance. The market facts changes frequently and this will directly affect the
profits of the organization if the employees are not updates. Hilton offers various training and
development sessions for the employees for improving the productivity (Grohmann and Kauffeld,
2013).
Figure 5: HRM practices
M3 Explore the different methods used in HRM practices
Different methods used in the organization support the HRM practice successfully in managing
the resources and employees. Hilton Hotel and its management are concerned for managing and
ensuring the proper use of the resources. Some of the methods used by them are discussed
below:
Vision, mission and values
The three factors are used by the organization supports in shaping the policies and the
performances for the employees. Developing of strategies and plans is the main step for the
assessment of the vision, mission and the values of the organizations practices (Veld et al, 2015).
11

For example, Hilton and its management analyse the vision of profits in the industry and
develops the mission to attract more customers by providing best and comfortable services. The
assign value to the projects and try to maximise the profits of the organization.
HRM planning
Drawing up the plan and procedures for the improvement of the performance f the employees is
the important work of the management. The HR department in the organization focus on
different methods for considering different methods and aspects of the system.
Resource Planning
Planning the utilization of the resources and its preservation for the future use is the important factor
for the concern of the organization. It also analyzes the demand and supply of the resources in the
management of the organization and fulfills the gap between the success and the profits. For
example, different HRM practices like training and development, performance management etc in
Hilton Hotel are backed by resource planning.
Employment planning
The planning for appointing the managerial personal and assigning them the work according to their
abilities is one of the efficient tasks (Anitha, 2014). Hilton plans and arranges the employees in the
work system according to their capability and skills. Employment planning is necessary to manage
the work and activities of the employees for smart performance and saving the time and efforts.
12

LO 3
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making
Decision making is the process involving the opinion and suggestions of group of people and it is
influenced by the employee relations in the organization. Hotel Hilton is emphasizing on the team
work and good employee relations for better performance of the employees. However, HRM decision
making is highly influenced by the employee relations and conflicts among them ( Albrecht et al,
2015). Employee relations in the organization are important due to the following reasons:
 Engaging the employees in the important processes and empowering them to take decisions
will improve the personal and professional knowledge and which will ultimately lead to
success and growth of the organization. The employees become responsible in handling new
projects and opportunities for developing their own career (Purce, 2014).
 Good employee relations will improve the morale of the organization in the market. Hilton
faces competition in the market and is therefore, focusing on the good employee relations for
expanding the business and its activities through communication and other sources.
 The combine efforts of the employees will increase the efficiency of the management and
will help to develop the resources. The organization can saves the cost and time of
outsourcing the work and increase the long term employment efficiencies. Good employee
relations will explore the planning and procedures for protecting the valuable resources.
 Teamwork is the method of increasing communication and support between the employees.
Hilton and its management assign the work to the employees as teamwork and provide equal
opportunity to all the employees in sharing their views and interests (Boxall and Macky,
2014).
 Employee relations will help to establish control and in evaluating the system efficiency and
effectiveness. This will influence the decision making of the management and employees to
develop and achieve their personal goals.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
Employment legislations are the laws and the rules which are implemented and must be followed
for the employer and employee in the organization. Hilton has initiated the efforts for making the
13

laws which will protect the interest of the employer and employees and protects them against the
discrimination (Griffith and Macartney, 2014). The main aim of the employment legislations is
to follow the fair and correct trade practices in the organization and guiding the management for
completing the legal and procedural requirements.
The Employment legislations are necessary because:
Discrimination
The employees should not be discriminated on the basis of colour, caste, sex and education in the
organization. All the employees should be treated equally and there should be similar policies for
all. The law will guide the management to formulate the policies and rules which are equal for all
and there is no point of partiality.
Equal wages
The employees should be provided wages according to their knowledge and qualification. The
discrimination in the salary will de-motivate the employees and there will absence of utilisation
of the skills and talent (Atkinson and Storey, 2016).
Equal opportunity
Every employee in the organization should be given equal opportunity to present own talent and
skills. The HR team needs to make sure that the policies do not favor any kind of biasing while
providing opportunities to employees in terms of responsibility, remuneration and rewards on the
basis of race, gender etc. Hilton protects the interest of the employer and the employees by providing
them equal opportunity and protecting their interest.
Workplace Environment
Positive and peaceful environment in the organization will attract mere employees and investors
towards the organization. HRM policies are implemented by Hotel Hilton to retain the employees.
The HR team regularly conducts audits to identify the areas and aspects which could affect the
employee health and safety programs. The safety programs are organized by the HR to inform the
employees about the safety rules (Louis and Urcan, 2016).
Data security
14

The employment legislations states that the information and confidential data should be protected by
the organization. This helps the employees to obtain data and format or presenting the information.
Security of the information and data will protect the data from being misused.
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making
The activities at the Hilton Hotel is directed and managed with the help of employment
legislations. There are different types of legislations implemented for the management of
employee relations in the organization which directly affects the decision making.
Employment Rights – The fundamental rights are given to every employee in the organization for
protection of their interest and benefits. The acts available will protect the interest and working of the
employees in the organization (Reece and Reece, 2016).
Employment Opportunity – The legislations provide equality among all the employees for identifying
the opportunities in developing their carrier. The legislations will help to avoid the inequality and
will spread positivity in the environment of the organization.
Gender Discrimination – The laws will be equal for all and there will be no discrimination of the
employees on the basis of education, caste, sex etc. the employees will be appointed according to
their talent and skills. The government of the country has initiated the formulation of the laws
and the rules for protecting the employees from the discrimination in the working environment
(Conway et al, 2016).
Working Environment – Every employee wishes to work in positive and peaceful environment
which is safe and where the interest of the employees is protected. Therefore, peaceful working
environment is the big concern for Hilton and the management focus on developing the
environment which is stress free and peaceful.
15

LO 4
P7 Illustrate the application of HRM practices in a work-related context
The applications of the HRM practices provide support to the work related activities on the
organization. The culture and the operations of the business are depended on the HRM practices
and functions. Some of the applications of the HRM practices are:
 Developing the skills and the competitive potentials are the important HRM practices in
the organization. Hilton utilises the applications of the HRM to manage and support the
employees and their practices. The skills can be improved and developed with the help of
training and development and the employees will develop the self learning technique.
 Self managed skills will be evaluated by the employees for managing the work and
coordinating the information with the other employees and the senior managers. Self
managing and self learning are the two practices which develop the knowledge and
capabilities of the employees (Zwick, 2015).
 Recruitment and selection of the employees will help to build a strong team which will
comprise of new and fresh talents. The process will identify the specifications of the
person before appointing them for the job role. The recruitment and selection will be
carried on by the senior managers who have experienced.
 The performance of the employees and the management is the key for developing the
business and substituting the weak employees with the ideal and talented employees. The
performance of the employees will decide the success of the organization and the growth
of the organization.
Hotel Hilton and its management suggest the employees in improving the skills and knowledge
for shaping their carrier and in developing the business. The success of the organization is
growing with the support of the above discussed applications and the HRM practices. The
significance of the performance management in the organization is to maximise the performance
and profits of the organization (Jacoby, 2017).
16

Figure 6: HRM - work-related context
M5 Provide a rationale for the application of specific HRM practices in a work-related context
With the context of the organization the HRM practices are the strength for the development of
the work environment and culture. The organization need to focus on the activities of the
employer and employee to eliminate the comparison of different operations. As per the work
related context one of the important stakeholders in the business are employer and employees.
The different perceptions and views in the management create mismanagement and confusion for
the employees and this leads to inefficiency in the performance (Chadwick, 2015).
In Hilton the sustainable performance of the employees in controlled by the human resource
department and they are guided to increase the efficiency in the work system. In the organization
there are different types of the functions and all the activities are associated with the performance
and the work of the employees. The success and the growth of the organization are purely
dependent on the employment status of the management. Therefore, the management recruits and
17

selects the employees by internal and external process where the skills and capabilities are
identified by the management of the organization.
Training and development source is adopted by the management to make the employees expert
in the work system. This makes them efficient in handling the variety of the work and preparing
themselves for the future threats (Brewster et al, 2016). The organization prepares the standard
guidelines and rules for the employees and employer to maintain the equality in the system. The
positivity will motivate the employees and they will be dedicated more towards the work in the
organization. Giving importance to the suggestions and interest of the employees will provide
them job satisfaction. The reward and appraisal activity of the management influence the
performance of the employees and maximise the profits.
18

CONCLUSION
The report concludes with the significance of HRM practices and its applications which are used
in the organization for developing the activities. The practices like training, recruitment,
selection, rewards and appraisals are used for influencing the performance of the employees. The
success of the organization is mainly dependent on the overall performance of the employer and
employee. The process of selection and recruitment of the employees benefits the organization in
appointing the new and fresh talent in the management. This develops the business and
strengthens the background of the management. The report also explains the importance of the
employer and employee relationship and the effectiveness of their communication. However, the
approaches of the HRM and the employment legislation support the management with laws and
guidelines which are equal for all the employees. With accumulation of HRM facts and
knowledge from different work-context, this report has elaborated the functions and purpose of
the HRM practices in the success of the organization.
19

REFERENCES
Books and Journals
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.
Alonso, R., 2015. Recruitment and selection in organizations.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
p.308.
Atkinson, J. and Storey, D.J. eds., 2016. Employment, the small firm and the labour market.
Routledge.
Boxall, P. and Macky, K., 2014. High-involvement work processes, work intensification and
employee well-being. Work, employment and society, 28(6), pp.963-984.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance. Strategic
Management Journal, 36(3), pp.360-376.
Conway, E., Fu, N., Monks, K., Alfes, K. and Bailey, C., 2016. Demands or resources? The
relationship between HR practices, employee engagement, and emotional exhaustion
within a hybrid model of employment relations. Human Resource Management, 55(5),
pp.901-917.
20

Cristiani, A. and Peiró, J.M., 2015. Human resource function strategic role and trade unions:
exploring their impact on human resource management practices in Uruguayan firms. The
International Journal of Human Resource Management, 26(3), pp.381-400.
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics, 96(1), pp.135-150.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International Journal
of Training and Development, 17(2), pp.135-155.
JACOBY, T., 2017. EMPLOYERS & JOB TRAINING.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review, 24(2), pp.125-143.
John, S. and Björkman, I., 2015. In the eyes of the beholder: the HRM capabilities of the HR
function as perceived by managers and professionals. Human Resource Management
Journal, 25(4), pp.424-442.
Louis, H. and Urcan, O., 2016. Employment Protection Legislation and Firm Operating
Performance
Mahmood, M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources, 53(3), pp.331-350.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reece, B. and Reece, M., 2016. Effective human relations: Interpersonal and organizational
applications. Cengage Learning.
21

Resende, I. and Fernandes, E., 2016. Recruitment and Selection in the Expatriation Process:
Comparing Perceptions between Organizations and Individuals. In Organizational
Management (pp. 132-149). Palgrave Macmillan, London.
Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human
Resource Management (Routledge Revivals), 92.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review, 27(1), pp.134-148.
Veld, M., Semeijn, J. and Vuuren, T.V., 2015. Enhancing perceived employability: An
interactionist perspective on responsibilities of organizations and employees. Personnel
Review, 44(6), pp.866-882.
Weiss, C., 2015. Workforce Planning and Controlling. In Dos and Don’ts in Human Resources
Management (pp. 187-190). Springer Gabler, Berlin, Heidelberg.
Yang, L.R., Chen, J.H., Wu, K.S., Huang, D.M. and Cheng, C.H., 2015. A framework for
evaluating relationship among HRM practices, project success and organizational
benefit. Quality & Quantity, 49(3), pp.1039-1061.
Zwick, T., 2015. Training older employees: what is effective?. International Journal of
Manpower, 36(2), pp.136-150.
22