Human Resource Management: A Comprehensive Study of HRM Practices in the Workplace

This comprehensive study delves into the multifaceted world of Human Resource Management (HRM), exploring its purpose, scope, and application within the workplace. It examines the critical role of the HR department in recruiting, selecting, training, and developing employees, while also analyzing the strengths and weaknesses of various selection methods. The study further investigates the benefits and limitations of graduate training schemes and internships, highlighting their impact on both organizations and employees. Additionally, it explores the importance of employee engagement and its role in fostering effective employee relations, critically evaluating key approaches to engaging workers. Finally, the study examines the influence of UK employment legislation on HR decision-making, covering areas such as recruitment, training and development, and reward.

Human Resource Management
1

Table of Contents
Introduction......................................................................................................................................3
PART 1- “The Purpose and Scope of HRM and Recruitment and Selection & the Application of
HRM practices in the workplace”....................................................................................................4
Section 1- (L01)...........................................................................................................................4
Section 2 - Application (LO4).....................................................................................................8
Section 3 (LO2).........................................................................................................................13
Section 4 (LO3).........................................................................................................................19
Conclusion.....................................................................................................................................22
Reference List................................................................................................................................23
2

Introduction
The practice of managing employees within an organisation is called Human Resource
Management (Brewster et al., 2016). HR department needs to recruit and train employees who
will work for growth and development of an organisation. This study will present different roles
of HR department and strengths and weaknesses of its current selection process. In this study a
brief about advantages and disadvantages of current methods of advertising jobs will be
presented. It will also give a brief detail about how graduate training and internship schemes are
provided by Microsoft. Microsoft is a multinational software company headquartered in
Redmond, Washington. It has more than 144,106 employees and it generates revenue of 125.8
billion dollars. Moreover, this study will state the term employee engagement and its importance
in an organisation
3

PART 1- “The Purpose and Scope of HRM and Recruitment and Selection & the
Application of HRM practices in the workplace”
Section 1- (L01)
Introduction
Chocola Fantastica offers tailor-made chocolate-based greetings cards and distributes all across
the UK. This company consists of a production team, a finance team, a marketing and packaging
team. This report will present the importance of the HR department for the organisation and the
strengths and weaknesses of the different selection procedures followed by the department.
A. Explain the purpose of the HR function and its importance to the organisation, given its
current problems and future plans for future growth.
Chocola Fantastica is facing the problems of employee turnover along with proper training
facilities for the employees. The company is facing lack of development facilities and monitoring
employee’s performance. Work-place safety is essential for employees and the company lacks
proper techniques to overcome them.
Recruitment and selection: The main purpose of the HR department is to recruit and select
employees so that there is less employee turn-over. The organisation will benefit from this
practice as the employee turnover will decrease.
Training and development: This practice gives on-field training on the work process of the
company, which enhances their skills. It will increase the productivity of the employee, which
will help increase the profit of the organisation in the near future.
Maintaining legal aspects: This department ensures that no laws such as Equality Act, 2010,
National Minimum Wage Act, 1998 are violated by the employees during their work process in
order to maintain the ethics within the organisation. It will help the company avoid any kind
conflicts between the employees in the future.
Monitoring Employee performance: The employees work for getting paid and the HR
department evaluates and make changes to an organisation’s pay structure. The performance
4

appraisal of the employees is also undertaken by the HR department (Arvanitis et al., 2016). This
will ensure that all the employees are getting paid equally. With the help of this practise the
organisation can keep a track about the employee’s progress and can increase the productivity of
the organisation in the near future.
Maintaining workplace safety: The safety of employees must be looked after by the HR
department. It needs to solve all the issues arising with or within the employees of Chocola
Fantastica (Wilton, 2016). Employees feel secured when the organisation makes arrangement
such as staff training improved lighting or anti-slip flooring for the safety of the employees.
B. Explain the strengths and weakness of the current selection methods used by the
organisation.
The HR department follows different ways to select employees, which are as follows:-
Test- Online In-Person- This test is conducted by the organisation in order to measure the
knowledge of the candidates on a given topic through which the company can select the
employees.
Advantages
 This process is cost effective and is able to reach a larger number of audiences. It is easy to conduct and can be accessed from any part of the world. This practise saves a lot of time for both the organisation and the candidate.
Disadvantages
 This process will not be enough to understand the effectiveness of the candidate as she/he
would not be able to showcase the talent and skills.
 It can create a bad impression for the company as it is not a proper way to recruit
employees (Dore et al., 2017).
Informal Interview- These kinds of interview are created in an informal way and can be
conducted at any cafe or a restaurant. The purpose of this interview is that employers can use
what they learn from informal interviews to flesh out the exact responsibilities and expectations
for the role.
5

Advantages
 This helps the interviewer to establish a good relationship with the candidate that will
result in higher chance of the candidate (Carduff et al., 2015).
 Candidate gets a better impression of the company, which gives a brief about the work
atmosphere and company culture.
Disadvantages
 The communication gap can be broken between the interviewer and the candidate by the
surrounding noise of the location, which will mislead both of them.
 The interviewer can be more biased towards the candidate as they would not be in the
office and there are chances that they indulge in some personal conversation.
C. Evaluates at least two potential improvements that could be made by “Chocola
Fantastica” to enhance its selection process.
Test- Online In-Person
 The way that Chocola Fantastica can improve honest selection procedures by
implementing efficient interview procedures and it is needed to be transparent and answer
sheets will be published with right and wrong answers along with marks of individual
(Noe et al., 2017).
 Technology can reduce the time, which is taken by the interviews conducted. The
questions can be framed according to the work that is expected out from candidates
during the business operations of the company.
Informal Interview
 As the organisation conducts a general interview pattern the outcome is not effective
enough (Nagel and Molloy, 2019). The Human Resource Department can increase the
efficiency of the interview procedure by calling it of more on a formal manner rather than
an informal. This will allow candidates to speak freely about themselves thus allowing
the company in understanding the details behind the physical and mental capability of the
candidates.
6

 An initial research on the career field or employer with the help internet and print media
can be beneficial to improve informal interview.
 Pursue the contacts of the people to be interviewed.
 Company can review the books of lists or a directory of leading employers in major
urban areas.
 A brief introduction about the interviewer can be developed to increase the chances of
getting recruited.
 Person can be contacted through email or phone.
 Ask whether it’s a good time to talk for a few minutes.
 In Chocola Fantastica the selection process can be improved to bring enhancement in the
recruitment process. This will assist management of Human Resource Department in
delegating job roles according to the talent and calibre of the candidates.
Conclusion
This report briefed about different purposes of the HR department and how HR department solve
the different problems of an organisation. Advantages and disadvantages of the online and
informal selection method were briefly stated in this task.
7

Section 2 - Application (LO4)
A. Create a person specification for the role
Person Specification has been presented in terms of job vacancy for the job role of receptionist in
Chocoal Fantastica.
Criteria Essential Desirable
Knowledge/ Education  The person should
have a working
knowledge in the
reception area.
 The candidate should
have knowledge in IT
and must be literate to
deal with the clients.
 She/he should have
skilled knowledge in
maths and analytics.
 A basic knowledge of
Microsoft Word and
Excel is a must.
 The candidate should
have an experience in
dealing with daily
clients.
 An experience in
electronic booking
system would be
beneficial.
 Must ensure safety of
clients.
 GCSE or Diploma
degree.
Multitasking  The candidate should
be able to work under
pressure.
 She/he should have the
ability to work as a
part of a team and with
less amount of
guidance.
 The literacy standard
should be high.
 Must have good
 Customer care degree.
 Good decision making
skills
 Organisation and
marketing skills.
8

communication skills
along with spoken,
written,
comprehension, and
reading in English.
 Good tone and attitude
in order to deal with
the customers over
telephonic
conversation.
 She/he should be
capable to handle the
customer complaints in
a good manner.
Attributes  Must look presentable
in appearance.
 Good listener
 Adaptable and
approachable.
 The applicant should
have a flexible
approach towards
work.
 She/he should be
confident and
enthusiastic towards
work (Specification,
2016).
 Must be curious for
further training and
career development
prospects.
Other  The applicant should
have the ability to
work in odd hours and
9

during weekends.
Table 1: Person specification for Receptionist
(Source: Created by the learner)
B. Discuss the advantages and disadvantages of the current methods of advertising jobs in
the organisation (internally) within the organisation and on the notice board outside the
main entrance).
Job Advertising is defined as the process of posting jobs regarding a job opening or vacancy
within a company, which is created by the employer (Thurgood et al., 2018). The HR department
is responsible for recruiting and alerting the current employees about different job vacancies in
the organisation. Job posting is categorised into two types, which are as follows:
1. Internal Job Advertising- This practice is to inform the current employees working in the
organisation (McAlister, 2016). It is conducted in order to create internal hiring by promoting the
experienced employees to a higher position.
Advantages are as follows:
 This allows a better understanding about the company.
 The environment of the company is understood well by the existing employees.
 It is very cost effective as the company does not need to spend a lot of money on job
advertising.
 It improves the loyalty of the employees (Altstiel et al., 2018).
The disadvantages are as follows:
 Chances of loosing better and effective employees outside the company.
 It creates conflicts within the organisation as it tends to create jealousy among
employees.
 This job advertisement compromises the growth of the organisation as there could be
more effective employees outside the company.
 The employer might be biased towards the selection process.
10

2. External Job Advertising- It is posted in order to alert the job seekers outside the organisation.
It informs the general public or targeted to a selection segment of candidates outside the
company.
Advantages of external job advertisement are as follows:
 It aims towards getting wider audience.
 The right person can be recruited with the help of this process.
 It is accessible 24 hours from everywhere and anywhere.
 It is easy to apply as the organisation is looking for candidates.
 Job advertisement simplifies the filtration of candidates.
 Candidates can apply from all over the world.
Disadvantages of external Job advertisement are as follows:
 The company receives a lot of unwanted applications, which consumes the essential the
time of the organisation.
 It does not guarantee filling up of job vacancies.
 If the job advertisement is not attractive then it can create a negative image about the
organisation.
 It is often considered as an informal way of advertising (Boselli et al., 2018).
C. Explain where you would recommend the job advert for the Receptionist vacancy to be
placed and why.
In order to create job advertising for the Receptionist Vacancy On-line job advertising would be
most preferable. A Receptionist should be able to greet client and visitors with positive attitude.
External job advertisement will help the organisation reach a large number of audiences. The
company can post job advertisement on social media websites or distribute pamphlets among the
people. The organisation can get more candidates if the job is posted on the internet and a million
of users from all over the world can view the job vacancy. The organisation can easily filter the
candidates through online portals, which will save a lot of essential time. The candidates can
easily apply through the internet without any hassle. The company can keep a track about the
progress about the application through online job advertisement. When the candidate has applied
11

for the job it can keep a track about the status of its application. Online job advertisement has
help both the candidate and the job seeker to remain updated on the status. It is very cost
effective as some portals offer free job posting (Breaugh, 2017). This process becomes very
affordable as the company can tie up hands with other companies in order to recruit efficient
candidates. Online job advertisement can be easily accessible as internet can be accessed from
anywhere and everywhere of the world.
12

Section 3 (LO2)
Introduction
Microsoft is a multinational company, which is headquartered in Redmond, Washington. It is a
public limited company, which was founded in 4 April 1975 by Bill Gates and Paul Allen
(microsoft.com, 2019). This report will brief about the graduate training schemes and internships
and how it is beneficial for both the employees and the organisation.
A. Microsoft offer graduate training schemes and internships. Evaluate the benefits to both
the organisation and employees of such schemes.
Graduate training programmes
The recent graduates can gain practical training programs with a company with the help of
graduate training programmes. These programs or schemes vary from organisation to
organisation, which mostly involve training and mentoring as well as give a brief insight of the
company.
Influence Organisation Employees
Benefits  Graduate Engineering
can provide top talent
for top roles.
 It will help the
organisation to get
effective and skilled
employees.
 The organisation will
not have to make an
extra effort in order to
recruit employees as
they can directly
employee the
graduates from the
 This practise can help
the employees get a
brief insight of the
company and they will
have detailed
background knowledge
about the company
before getting
employed.
 The employees will be
more productive than
before, which will help
develop their personal
growth.
13

training programs
(McCracken et al.,
2016). This will save a
lot of time for the
organisation and it can
focus more on the
development and
productivity.
Limitations  These programs are
time consuming and
there is no productivity
for the organisation.
 Since these graduate
programs are very
expensive, the
company loses a lot of
finance.
 Since the organisation
make the candidates
sign a contract before
accepting them for the
programmes, the
employees are bound
to stay with the
company for a
particular period of
time. This prevents the
candidates from an
exposure to other
better companies.
Table 2: Benefits and Limitations of Graduate Training Programmes
(Source: Created by the Learner)
Internship
Internship programmes employ candidates, who are pursuing their graduate degree, which gives
the candidates an exposure to the working environment. With the help of these programs
candidates gain field knowledge before becoming a graduate.
Influence Organisation Employees
Benefits  It allows the
 The interns get
14

organisation to identify
new talents.
 The employee
workload is reduced as
the interns are
available to share the
work pressure
(Ahmed, 2015).
 It even increases
productivity for
Microsoft and the
employee retention
also hikes up.
valuable work
experience.
 It can help the
employees explore
different career paths.
 The employees can
refine and develop
their skills.
Limitations  It is not cost effective
as the company loses a
lot of its finances in
conducting these
practises.
 The interns work for
no pay or very less
stipend.
 Most of the interns
work far away from
their home and
relocation becomes a
major problem for the
employees.
Table 3: Benefits and Limitations of Internship
(Source: Created by the Learner)
B. Microsoft offers a range of flexible working arrangements for staff. Firstly, identify
some of these arrangements and then evaluate the benefits of offering these to both
Microsoft and its employees.
15

Flexible working environments allow the employees with flexible hours, team events, and more.
This practice motivates employees to work more as it reduces the stress levels. It even allows the
employees to take work from home benefits during some situations.
Telecommuting- This arrangement can help the employees work only part time. The employees
come to the office semi-regularly. This arrangement is applied when the employee does not need
to be in the office all the time.
Customised Working Hours- The employees can chose their working hours, which is a great
perk for the organisation as well as the employees.
Flexible Vacation Time- Microsoft offers its employees with unlimited paid time off but the
employee has to fulfil a lot of requirements (Lake, 2016)
Job Sharing- This practise is more like part-time work. More than one employees share a full
time job (Raziq and Maulabakhsh, 2015). However this arrangement is only available for some
designations.
Influence Microsoft Employees
Benefits  Flexible working hours
allows Microsoft to
reduce cost as it will
not need a larger office
to accumulate a large
number of employees.
If an employee is
willing to work
entirely from home
then she/he can start
early and finish its job
early. This will
increase the
productivity of the
 Employees feel more
motivated than before
as flexible working
hours reduces work
pressure by allowing
them to work from
home.
 The employees can
balance both their
personal and
professional life with
great ease.
16

organisation.
 The employees feel
more valued when they
are offered with
flexible working hours
(Wohlers and Hertel,
2017). This reduces the
employee turnover.
Limitations  If there is no
supervision then the
employees might not
work effectively.
 Employers may suffer
if the deadlines are not
met by the employees.
 It would be difficult
for the employees who
work full time to
communicate with the
part time employees.
Table 4: Benefits and Limitations of Flexible Working Hours
(Source: Created by the Learner)
C. Evaluate how Microsoft motivates its workers through the way it designs its job roles.
Microsoft can create a friendly working environment for the employees who spend most of their
time in the office in order to motivate employees. A pleasant working environment can help the
employees maintain to a balance in their life. It can reward the employees with appraisals and
incentives who are performing exceptionally well. The HR department of the organisation can
organise extracurricular activities in order to relax the employees. However, these practices have
both positive and negative impacts, which are as follows:
Positive Impacts
 These practises help the employees to get motivated, which will increase the productivity
of the organisation.
 Motivating Employees can avoid workplace conflict as the employees will communicate
well with their co-employees (Singh et al., 2016).
17

 Job Satisfaction increases within the employees as they get rewarded for better
performance
Negative Impacts
 Motivating the employees can make them entirely dependent on incentives.
 Extracurricular activities organised by the company can also deviate the employees’
focus from their work (Shields et al., 2015).
Conclusion
This report presented the positive and negative impacts of the different graduate and internship
programmes offered by Microsoft both for the employees and the organisation. It gave a detailed
discussion about the flexible arrangements made by the organisation in order to motivate its
employees.
18

Section 4 (LO3)
A. What you understand by the term employee engagement; and why is employee
engagement such an important part in effective employee relations in Microsoft?
Employee Engagement is a type of relationship between an employee and its organisation. The
employees feel emotionally attached towards their work, position and job role within the
company. In order to avoid miscommunication and conflicts between the workers, employee
engagement is an essential factor for the company. The organisation cannot achieve its goals if
there is no employee engagement. If employees are sitting idle then there are chances that there
might be problem. In order to avoid these situations they should indulge themselves in official
activities. When there is no employee engagement then the employees start interfering in each
other’s work leading to conflicts and negativity in the organisation. Employees start finding a
reason to fight with each other (Albrecht et al., 2015). This can create a negative working
environment in the organisation leading to less efficiency and productivity.
Due to digital transformation the way of communication is rapidly changing. Higher authorities
and the managers recognise the importance of innovation and growth, which must be used to
transform their workforce. The organisation experience improved employee retention, customer
satisfaction, and overall profitability due to employee engagement. Employee Engagement
Summit hosted by the company to investigate employee engagement and open communication in
the workplace.
B. Critically evaluate the key approaches to engaging workers discussed in the Summit and
how these approaches improve communication in the workplace.
Innovation can play an important role in increasing the communication in a workplace. A great
workplace culture treats employees as stakeholders of their future. A concrete attention is put on
performance management activities, such as getting people what they need to do their work,
clarifying work expectations and providing developing opportunities. This will result in growth
of their employees who will create more and better work. This will help the organisation to get
best customers for the future. Kathleen Hogan, EVP of Human Resources at Microsoft stated that
how technology based company enable employees to accelerate transformation. Jonathan
D’Souza, People Capability Director (HR) of KFC shared the successful efforts to engage
19

workplace safety, and customer satisfaction. Hari Miller, head of Internal Communications and
Community Engagement stated how open communication brought people around a culture and
strategy to develop a new challenging bank in the UK. Jason Warnke, Global Social Enterprise
Lead of Accenture has presented the approach of team-based and project-based work. This can
improve the communication cockpit of an organisation.
C. Identify the key elements of UK employment legislation, explaining how they influence
HR decision making such a recruitment, training and development and reward.
Equal Pay Act, 1970- This act was passed in the Parliament of the United Kingdom on 23rd may
1970 that avoids biased treatment between men and women in terms of pay (legislation.gov.uk,
2019). It prevents the HR department from paying men more than women for the same work.
The HR practises and decision making should be equal for both the gender. Men and women
should be equally trained and developed about the work process in Microsoft and must be
rewarded according to their performances. There should not be any kind of gender
discrimination in the workplace by the HR.
Equality Act 2010- discrimination and your rights- Employers are prevented from
discriminating its employees in an organisation, colleges and school. It must be ensured that
discrimination and stereotyping does not affect the recruitment and selection process by the HR.
A positive approach is very essential as the deserving person should be selected for the job and
trained without any kind of discrimination (legislation.gov.uk, 2019). The organisation that
tends to adapt this approach is seen to be fair and positive towards their work. The HR’s decision
making in an organisation should be fair in terms of rewarding and developing the employees
and must not be influenced by anyone. It should not be biased towards any employee in an
organisation like Microsoft.
National Minimum Wage Act 1998- This act creates a minimum amount of wage all across the
United Kingdom, which was cited in 1998. Due to this act, the people above the age of 25 was
allowed a minimum wage of 8.21 pounds and over 7.70 pounds for 21 to 24 years old, 6.15
pounds for 18-20 years old and just 4.35 pounds for people under 18 and 3.90 pounds for
apprentices (legislation.gov.uk, 2019). According to this act of UK, the HR of an organisation
like Microsoft needs to recruit and train the employees on a minimum wage as determined by
20

the act. During the development and reward system a minimum amount of wage must be paid to
employee without any kind of failure.
Culture White Paper- This act was announced at Budget 2016, which was included in the White
Paper. This act even states the role of the culture in our society. The HRM practices recruitment,
selection, and training the employees. The organisational culture can be developed with the help
of this practise. The employees come from a different cultural background and the HR needs to
ensure that culture of the staff is respected during his recruitment process (gov.uk, 2019).
Microsoft believes giving is a part of who they are. It donates products, empowering
humanitarian organisations, using their skills to develop others, or by lending a hand for those
who in need, company makes giving a top priority. They do not value difference instead it seeks
them out and invites them. It brings people together form all across the globe and supports them
with the help of 40 different employee networks.
General Data Protection Regulation 2018- This Act of UK parliament was cited in 2018. It is a
national law, which updates the Data Protection Act 1998. The HR must ensure that the
employees do not have any kind of criminal background during the process of recruitment.
When the employee is being trained the HR must ensure that there is no data breach as the
company has many confidential things (legislation.gov.uk, 2019. Microsoft offers a wide range
of learning and development opportunities to support the growth mindset culture and meeting the
cultural needs of the employees. The training philosophy focuses on providing the right learning,
at right time. It provides dynamic and strategic programs, which generates trust in employees
that generates trust in the employees. This motivates the employees and enables them to do their
best work.
Human Rights Act 1998- This act of the UK parliament was cited 1998 and mostly came into
implementation on 2 October, 2000. The act states that every citizen of the UK is entitled to
fundamental rights and freedom. The HR needs to recruit employees on the basis of the rights of
the act. It should not enforce slavery or forced labour. The employees must be given the right to
marry and start a family (legislation.gov.uk, 2019). HR needs to provide frequent promotion
opportunities and training on career development with the help of ongoing manager connections.
Microsoft needs to organise manager training to enhance learning and mentoring skills.
21

Conclusion
This report gave a brief about the functions of HR, which solve the problems of employee
turnover of an organisation. It conducts online interview test and informal interview that saves a
lot of time of the organisation and is cost effective. The external and internal job advertising
methods of an organisation was also mentioned in this report. This method solves the problem of
unemployment as a wide scale of people gets to know about the job vacancies. The graduate
training programmes and internships offered by Microsoft create good career opportunities for
the recent graduates. Employee engagement creates good employment relationships and
communication between the employees, which was also mentioned in this report.
22

Reference List
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.
Altstiel, T., Grow, J. and Jennings, M., 2018. Advertising creative: strategy, copy, and design.
Sage Publications.
Arvanitis, S., Seliger, F. and Stucki, T., 2016. The relative importance of human resource
management practices for innovation. Economics of Innovation and New Technology, 25(8),
pp.769-800.
Boselli, R., Cesarini, M., Mercorio, F. and Mezzanzanica, M., 2018. Classifying online job
advertisements through machine learning. Future Generation Computer Systems, 86, pp.319-
328.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Carduff, E., Murray, S.A. and Kendall, M., 2015. Methodological developments in qualitative
longitudinal research: the advantages and challenges of regular telephone contact with
participants in a qualitative longitudinal interview study. BMC research notes, 8(1), p.142.
Dmitrieva, N.V., Zaitseva, N.A., Kulyamina, O.S., Larionova, A.A. and Surova, S.A., 2015.
Scientific and theoretical aspects of the staff recruitment organization within the concept of"
Talent Management". Asian Social Science, 11(3), p.358.
Dore, K.L., Reiter, H.I., Kreuger, S. and Norman, G.R., 2017. CASPer, an online pre-interview
screen for personal/professional characteristics: prediction of national licensure scores. Advances
in Health Sciences Education, 22(2), pp.327-336.
GOV.UK. (2019). Culture White Paper. [online] Available at:
https://www.gov.uk/government/publications/culture-white-paper [Accessed 12 Sep. 2019].
23

Lake, A., 2016. Smart flexibility: Moving smart and flexible working from theory to practice.
Routledge.
Legislation.gov.uk. (2019). Data Protection Act 2018. [online] Available at:
http://www.legislation.gov.uk/ukpga/2018/12/contents/enacted [Accessed 12 Sep. 2019].
Legislation.gov.uk. (2019). Equal Pay Act 1970 (repealed). [online] Available at:
https://www.legislation.gov.uk/ukpga/1970/41 [Accessed 11 Sep. 2019].
Legislation.gov.uk. (2019). Equality Act 2010. [online] Available at:
http://www.legislation.gov.uk/ukpga/2010/15/contents [Accessed 12 Sep. 2019].
Legislation.gov.uk. (2019). Human Rights Act 1998. [online] Available at:
http://www.legislation.gov.uk/ukpga/1998/42/contents [Accessed 12 Sep. 2019].
Legislation.gov.uk. (2019). National Minimum Wage Act 1998. [online] Available at:
http://www.legislation.gov.uk/ukpga/1998/39/contents [Accessed 12 Sep. 2019].
McAlister, L., Srinivasan, R., Jindal, N. and Cannella, A.A., 2016. Advertising effectiveness: the
moderating effect of firm strategy. Journal of Marketing Research, 53(2), pp.207-224.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: Sharpening ‘the edge’of
graduate talent. The International Journal of Human Resource Management, 27(22), pp.2727-
2752.
Microsoft.com. (2019). Microsoft - Official Home Page. [online] Available at:
https://www.microsoft.com/en-in/ [Accessed 11 Sep. 2019].
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nagel, M. and Molloy, J., 2019. In praise of students as supervisors. College & research
libraries news, 52(9), pp.577-579.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
24

Raziq, A. and Maulabakhsh, R., 2015. Impact of working environment on job
satisfaction. Procedia Economics and Finance, 23, pp.717-725.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Singh, S.K., Burgess, T.F., Heap, J. and Al Mehrzi, N., 2016. Competing through employee
engagement: a proposed framework. International Journal of Productivity and Performance
Management.
Thurgood, J., Turrell, A., Copple, D., Djumalieva, J. and Speigner, B., 2018. Using Online Job
Vacancies to Understand the UK Labour Market from the Bottom-Up.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical model
of benefits and risks of activity-based flexible offices. Ergonomics, 60(4), pp.467-486.
25