Table of Contents INTRODUCTION...........................................................................................................................1 P1 purpose and scope of HRM...............................................................................................1 P2 Recruitment and selection approaches.............................................................................3 P3 Advantage of HRM practice for employer and employee................................................7 P4 Effectiveness of HRM Practice........................................................................................8 M 3 and D2......................................................................................................................................9 Different methods used in HRM practices.............................................................................9 P5 Importance of employee relation...................................................................................11 P6 Employment legislation and Human resources decision................................................13 M 4.................................................................................................................................................14 Key aspect of employee relation management and employment legislation on decision making ..............................................................................................................................................14 P.7 Job specification documents...........................................................................................15 M 5.................................................................................................................................................17 Rationale application of HRM practices in work related context........................................17 D 3..................................................................................................................................................17 Employee relations and HRM practices that influence decision making......................................17 CONCLUSION..............................................................................................................................18 REFERENCES...............................................................................................................................1
INTRODUCTION Humanresourcemanagementisaneffectiveapproachwhichaimsatmanaging prospective employees of the organization and make strategic plans to maximize employee performance to achieve organisational goals and objective. Barclays plc is a British banking financial service company which was founded on 17 November, 1690.The core business of Barclays plc is investment banking, personal banking, corporate banking, financial services, wealth management and investment management(Lussier and Hendon, 2017). This study will highlight the main purpose and scope of the organization by retaining prospective and skilled workers who work together to attain business objective. This study also critically evaluates the key elements and practices of human resource management which help increase operational efficiency and productivity of the organization. Furthermore, it also highlights internal and external factors that influence the human resource decision making. It also evaluates employment legislations which impact the working of the organization and in strategic decision making (Morgeson, Brannick and Levine, 2019). Lastly, it also includes human resource management practices in a work related context to achieve organizational goals and objective effectively and efficiently. P1 purpose and scope of HRM Humanresources'managementisaformalsystemwhichsolelyresponsiblefor management of human capital in organization. Earlier Hrm purpose is limited to hire people only but now time has been changed thus, HR manager now responsible to metal, physical and financial well being ofpersonnel. Following are the purpose and function ofBarclays bank Hr manager are given below: Function of HRM Fulfil staff requirement HR managers are responsible to ensure right people on right time at right place. To achieve that, they keep their eyes on vacant position in bank, define job and responsible, recruitment, design interview and selection process, reference check etc. manager constantly keeps communication with all department managers to know staff need. HR also ensures that HR practices are followed by legal compliance or not (Noe and et.al., 2017).
Compensation HR manager gather knowledge about pay scale currently prevailing in industry so that fair payment can be offer to employees. They also comply law regarding employment and workplace environment at federal, state and local level like The pension Act 2008, Equality Act 2010 and so on. Benefits HR manager also deigned benefit to attract new people and to retain existing employees in bank. Manager collect, analyse the information to carried out best package for their employees along with costeffectivenessto employer (Wood, 2018).Barclays bank gives health insurance, retirement plan, family insurance and casualtybenefit, maternity leave etc. Performance Appraisal HR manager design the dimensions and process of performance evaluation which is conduct by bank periodically. Objective of performance review is to promote, demote and terminate the poor performer. HR has to keep special care regards this because wrong and biased assessment might arise legal action again firm(Paauwe and Boon, 2018). Training And development T&D programs are arranged by manager after analyze the individual training and learning need. Employees become more competence to perform more complex job when their skill, knowledge are properly nourished. Purpose of HRM To make the best utilization of human capital of bank. To maintain employee motivation, morale, job satisfaction via best HRM practice. Maintain healthy relation between employee and employer. To adhere legal and ethical practice in bank premises. Encourage belonging and team spirit among personnel(Cascio, 2015). M1 Recruitment and selection process helps bank manager to avail require competency in people as manager clearly describe the skill, experience and knowledge for particular job position. This render pool of skill people, from where manager chooses best for given job. Best HRM policies and practice indirectly attract talent from market because everybody wants to attach their name with successful organization which provides the best employee treatment for 2
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their people as well . Business objectives are not static in nature, they also change with time and market position. Training and develop fill the gap between current skill and needed skilled to achieve organization goal. For instance Bank wants to increase their account opening, for which HR manager try to excel marketing skill of marketing team. D1 Internal and external recruitment and selection are two approach use by manager to fill any vacant position. Internal recruitment and selection is best for urgent hiring because manager already have optimum knowledge but existing employees. But, internal hiring stops fresh talent supply in bank. Also, it creates dysfunctional conflict. External hiring is time taking and costly approach but it brings fresh outlook in Firm. For instanceBarclays bank HR generally go internal option for higher authority position as these people already know organization culture. On the side external option are opted for operational level personnel(Wright, 2018). P2 Recruitment and selection approaches Recruitment and selection approaches comprises different method to reach the potential employee and various method to select the best person for a job. Selection of suitable method is depends upon time, cost, number of vacant position, nature of job, skill and ability expectation and hiring policy of an organization (Chelladurai and Kerwin, 2018). Followingare the approaches uses by Barclays bank HR manager to attract and select people: 3
External Recruitment This approach lay emphases on hire people from outside the bank. External sources uses by Barclays bankgiven below Advertisement-It is the most conventional way to announce hiring requirement in newspaper, trade journal, employment and educational magazines etc. all the needed skill are celery print along with contact information. Bank now broadcast advertisement on electrical media like educational website, social sites, employment site, phone massage and E- reminders etc. Professional Associations Employment Association work as pool between employer and would be employee. These associations have information of candidate who seeks jobs. Bank manager can directly make contact with these firm and choose the best applicant for them. It is best source to hire technical and high level of personnel(HRM-Practices Employee-satisfaction-link-model,2019). 4 Illustration1: Internal and external recruitment (Meaning and Sources of Recruitment, 2019)
E- recruitment- There are so many websites are available on internet which totally dedicated for job purpose, manager just has to put all the detail regarding along with payment to circulate notification among target candidate. Candidate also makes their personal account on these side, which is also visible to employer, so that can direct contact to best fit one. Campus selections and employment fairs Bank also have ties with universities, collage and higher schools, where test is taken to measure basic skill and knowledge only . Further, selection process is done at bank premises. Advantage of external hiring Bring fresh talent in firm. No scope of biasness, favoritism and partiality. Render largepool of candidates, so chances of right selections is increased (Brewster, Chung and Sparrow, 2016). Limitation of external hiring Create insecurity among existing employees. Expensive and time taking approach. Organization has to bear cost of Training of novice as well. Internal Recruitment Promotion and transfer It is just type of job rotation and upward movement of existing personnel to fill unoccupied position. Transfer generally means change the geographical position of employee and promotion states, put a person on more responsible position. These methods are best to suit for higher management recruitment(Sanders and Yang, 2016). Former and Retired employee- Manager also rehire the former employee who left job on temporary basis. And, retired employee who already completed his tenure (Brewster and et.al., 2016). Manager opts this option for very much experienced job position. Internal Advertisement Here, Manger put the advertisement on bank notice board, internal Email and internal newsletter. Advantage of internal recruitment 5
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Boost morale, motivation and engagement of existing employee as they have help to get promote Internal people takes less time to settle down in organization environment. There is less requirement of paper work and feed individual information again. Limitation Eventually firm will have no fresh and diverse talent. Create animosity among existing people (Azmi and Mushtaq, 2015). Manager has to hire some else to fill the gap, arise due to promotion and transfer. Selection approaches Structured interview Candidates are interviewed by panel of expert who have ready questionnaire with them. Candidates are supposed to answer of question asked by interviewer on given time. This approach enable manager to analyses individual behaviour by body language as well. But, there are high chances of wrong interpretation about interviewee because of halo effect. ADVANTAGES: 11Questionnaire are designed in structured manner to get accurate information. 11This method helps in reaching out large number of candidates (Kavanagh and Johnson, 2017). 11Structured method provides more detailed job related questionnaire which includes all key questions which are to be answered by candidate. 11This method is easy and effective in evaluating and analysing prospective candidates for the job who has desired skill and knowledge to perform task effectively. DISADVANTAGES: 1)This method limits the assessment of the candidate in terms of personality and individual qualification and experience. 2)This method do not have close collaboration with the candidates and HRM which makes itdifficultforthecandidatetounderstandthequestionwhichleadstowrong interpretation and evaluation. 3)This method makes it difficult to obtain all reliable data regarding skills, persona and confidence(Wood, 2018). Psychometric testing- 6
Here, applicant being judged upon their mental, Clerical, Sensory, Verbal and general intelligence. It clears all the possibility of unconscious bias. But, momentum fatigue can hurt the result of test. ADVANTAGES:This method is cheap and easy to apply. This method of selection helps in accurate evaluation of candidates skills and personality which best suits the role. This method is cost efficient. DISADVANTAGES:This method may not always show accurate results and candidate might answer questions dishonestly. This method do not evaluate high level of potential skills of candidates. Group exercise Someroleplayactivityorgroupdiscussionarearrangedbyemployertoknow communication and interpersonal of candidate. But here also manager might select wrong personnel as intro ward has more abilityfor job but they are not able to express (Waddock and Bodwell, 2017). ADVANTAGES:This method helps build motivation among employees which helps build personality and skills of individuals. It brings out more productive and reliable results which help achieve organizational goals. DISADVANTAGES:This method leads to unequal participation and conflict among group members which lowers their productivity at workplace. This also leads to time consuming decision making process. P3 Advantage of HRM practice for employer and employee Human resource practices are strategical step taken by HR department to stimulates voluntary actions of employee in behalf of organization. For instance- Bank manager render personalized training to marketing individuals on the basis their learning need. Employees who receive customized training are able to imply their individual learning and enriched capacity in daily work environment. Manager makes these practice and policies aligned with organization vision, mission and objectives(López‐Cotarelo, 2018). Concept can be more understand with anotherexampleas-favorableworkingconditionaffectedthemotivationofemployee. Reasonable working hour render job satisfaction to employee by maintain their work- life balance too, in such favorable working condition employee gives their best as they feel taken care by organization. 7
Bank alsosend their personnel to foreign tours to facilitate them external economic exposure , so that their carrier can grow, without change the job. Here, employee also feels more attached as their growth also assured by bank. Here are some benefit of HRM practice for both employee and employer: To employer Training and development help in lower the error, accidents and mistakes done by personnel. This also helps in better relation with customer and peer group. Like marketing team nowreceivedtrainingoncommunicationskills,nowtheyfeelmoreconfidenttohave conversation with their clients. HRM employee turn over ratio will decrease as practice like reward and compensation boost the motivation and job satisfaction in them. Managers also allow staff to take participate in major decision making, where they acquire ground level information and suggestion from sub-ordinates. Employee engagement will enhance because of fair reward and compensation policies. Manager gets work done on time as teams have access to all necessary information. Interpersonal conflict and confusion regarding job also eliminate with intreged information. Happy and satisfied employee uses their individual learning for bank, which can be seen as innovation. In short it can be conclude that HRM practice help in competitor advantage, budgetarycontrol,increase market share, improved reputation. Also, manager do not have to observer employee activities on daily basis. Benefit To employee Employees performance get improved when they received training on their lacking area. Fair compensation and reward system enhance their confidence, motivation, morale and trust on company. HRM practice reduces their tension regarding job opportunity because their skills continuously updatedby their employer so that they can adapt any change in less time. Legal compliance for employee and workplace plays role of safeguard for their right. Subordinate now can concentrate more on their work as they do not have kind of fear about anything. Personnel get to know to areas on which they need to focus more for improvement. P4 Effectiveness of HRM Practice HRM practices definitely contributes in organization product and productivity because it deals in management of human capital. Employees attitude, performance, mindset, willingness and engagement impact the productive on large basis. Right hiring which can be consider as first HRM practice in favor of employer and employee, also help manager to maximize profit. For 8
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instance Barclays bank want to recruitment new marketing manager but HR fail to define role and responsibility of marketing manager in their bank context(Bratton and Gold, 2017).In such case, there is high chance ofwrong pool of candidate, from which they have to select one. Wrong person at wrong position increase the training burden for bank. One fit size training also do not render as efficient result as personalized training is. Customized training remove the obstacle from employee path and help them to work without stress. Like market team people who are responsible for marketing research do not know much about tools and techniques uses for marketing research purpose, in this condition bank manager unable to acquire right and accurate information on time. Marketing manager communicate this to HR manager, and they decided to give training about marketing research techniques and software only. Now marketing leader successfully received require information and develop banking product as per these information. These all example shows how HRM practices enable to trigger prompt corrective action in staff members. But HRM practices also have some limitation like- human behavior is hard to predict and manage,HRM practices turn into disaster when employee receive the advantage of these and leave organization soon(Meaning and Sources of Recruitment,2019). M 3 and D2 Different methods used in HRM practices 1)Recruitment and selection: Recruitment is the process of identifying job vacancy and attracting large number of candidates to apply for a job in the best cost effective manner. Selection is the process of selecting prospective candidates for the job who has desired skills and knowledge to perform the task effectively and efficiently. 2)Training and development: This practice improves skills, concepts, knowledge and performance of individual which will help company achieve organizational goals and objectives. 3)Performance appraisal: This practice helps human resource management team to appraise employees for their work (George and et.al., 2016). HRM reward employees by giving them bonus, incentives, promotion, transfer, salary increment which will help build confidence and retain prospective candidates which will increase operational efficiency and productivity of organization(Salas-Vallina and Fernandez, 2017). 9
4)Maintainingwork-lifebalance:HRMaimsatmaintainingpositiveworkforce environment which reduces stress at work and increases productivity of organization. Example:Implementation of new software application in Barclays plc helps them to improve operational efficiency and productivity which shifts HRM focus on recruiting and selecting those candidates which have desired knowledge and capability to use that software. Employees of the organization will be given effective training about how to use the software and develop personal skills of individual. Effective use of software at work helps individual achieve goals in more timely manner which will eventually increase their incentives and helps in work-life balance (Amuna and et.al., 2017). . 10
P5 Importance of employee relation Employee relation earlier known as industrial relation are efforts of an organization to develop and maintain healthy relation with its employee. Employee relation includes areas which impactsemployeesmotivationwithhighintensity,likework-lifebalance,benefit,pay, compensation, work condition and work- life balance etc(Noe and et.al., 2017). Barclays HR manager usesMcClelland’s theory to know individual need and their effect on their behaviour. It also helps manager to influence staff motivation with non- monetary benefits, lastly leader also try to give job satisfaction by execution of core value formulated by McClelland leadership theory(Singh and Kassa, 2016). 11 Illustra tion2: HRM practice dimensions ( HRM-Practices Employee-satisfaction-link-model,2019)
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Need for achievement it is a very common expectation that individual want some recognition (non monetary) for their hard work. Employees who owns high achievement need feel motivated only by excel work(McClelland’s Acquired Needs Theory, 2019). They avoid low and high risk situation both. Also, they use innovative and creativity to complete task, to get recognise for their work. These people are motivated by challenged objective and result oriented environment. Manager gives them constructive feedback and delegation leadership style. Need for Power employees who feels motivated by acquiring more and more power to control and influence action, are facilitated by power authority. Manager put this kind of people on leadership position because they are self declined as well. Manager accompanied them personal status and prestige. 12 Illustration3: mcclelland theory (Sources:mcclellands acquired needs theory, 2019)
Need for Affiliation individuals urge for social relation are called as need for affiliation. These people gives value to relationship and want to be loved. Manager render client service and customer relationship position to them (Chelladurai and Kerwin, 2018). Importance of Trade union Manager receives information about employees expectation, demand, acquirements along withsuggestiontoimplementtheseconcern.Negotiationalsodonebyunionforwork conditions, payments, benefits, leaves and other professional - personal favour. These practices directly- indirectly contributes in harmonious relation between employee and employer. Trade union also help employer to resolve conflicts and disagreement as soon as possible. P6 Employment legislation and Human resources decision Employment legislation are laws which comprises rules, regulation and work condition for workplace. It governs HR manager to know who can and cannot be employed, what are the favourableworkplaceconditions,fairworkinghours,treatmentduringjob,roleand responsibilities for employee and employer etc. Barclays bank also has to work with these legal compliance, so manager take care that organisation employment policies and practices adhere them (Azmi and Mushtaq, 2015). Employment equality Act 2010 This Act consolidating many acts which are made to minimise the any kind of direct- indirect discrimination on the basis of religion, gender, disability, race, nationality etc(Maloney and McCarthy, 2017). Act consolidates Race Relations Act 1976, Equal Pay Act 1970, Disability Discrimination Act 1995 andSex Discrimination Act 1975 in it. HR manager have obligation to render equal employment opportunities to all the applicants. Manager has to allow all kind of people to take participation in recruitment and selections process, even they have biased opinion personally. Age Discrimination employment Act, 1967 This legislation helps in protecting workers between 40 to 65 years which restricts them from mandatory retirement decisions. This act states that employees pay cannot be discriminated on the basis of their age. This acts also forbid Barclays plc from targeting older staff at the time of staff cutting. This helps HRM in taking strategic planning to take uniform decisions which do not affect the performance of employees(Seth, 2017). 13
Occupational health and safety Act, 1970 Thislegislationhelpsestablishmandatoryhealthandsafetyguidelinestoprotect employeesfromanyodds.Thisactfocusonestablishingpositiveandhealthyworking environment in the organization to protect them from any hazardous substances. This act ensures that employees are protected from toxic chemicals and necessary measures are taken to reduce the impact on working of employees. HRM aims at designing suitable controllable systems for effective compliance at Barclays plc(Hassan, 2016). M 4 Key aspect of employee relation management and employment legislation on decision making Barclays plcaims at building healthy and positive relationship between both employer and employee which helps in better decision making and coordination of work. Transparency in communication motivates employees to achieve desired task effectively and efficiently which leads to higher operational efficiency(Belloc, 2016). This helps in determining employee needs andassignthem workaccording tootheir skillsandknowledgewhicheventuallyhelps management in informed decision making according to the capabilities of individual. Effective employer- employee relationship also measures and monitor results which help them in success. 14 Illustration4: mcclelland theory (Sources:mcclellands acquired needs theory, 2019)
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Barclays plc works in compliance with employment legislations for effective operational efficiency. Organization has to create a healthy workplace environment with proper lighting and facilities. HRM has to regularly abide with the legislations and in case of any change implement them as quickly as possible to protect employees from any odds. Various laws are to be taken into consideration to protect the interest and rights of employees. P.7 Job specification documents Title of the jobHuman resource manager Date:11/03/2019 Qualification requiredEssentialDesirableMet Higher education Bachelor'sdegreein B.com or B.B.A. Postgraduationcourse likeM.B.A.,diploma, PGDMinhuman resourceorbusiness administration. Specific computer skills inMicrosoftlike spreadsheet, excel, power point, outlook. Yes Yes Need of Experience 15
Minimum 1 year of job experienceortraining in an organization. Yes Personal characteristics & conduct Quickproblemsolving capability. Effective communication skills both written and oral. Intellectual and analytical ability. Organizedandtime management skills. Adaptable to change and pressure. Goodatkeeping confidential information. Effectivemanagement and leadership skills. Multitasking capability. Yes Yes Rolesand Responsibilities Ensuringsmooth functioningby supervising workand delegating responsibilities. Meeting targets.Yes 16
Providingexcellent customer service. Creatingcurriculum activities for employees todevelop interdepartmental relations. Responsiblefor managinghuman resource. Compliancewithlegal laws. Yes 5 Interview questions for HR manager positions. 1)How would you deal with organizational conflicts? 2)What strategy would you implement to maintain employee relationship at workforce? 3)What factors would you take into consideration while hiring and retaining employees? 4)What strategy would you implement in reducing cost of company? 5)How would you handle individuals with diverse background and belief? M 5 Rationale application of HRM practices in work related context. Human resource management play a significant role in implementing various HR practices like recruitment and selection, training and development, work life balance and performance appraisal and compensation. Recruitmenthelps management in analysing job vacancy and form strategic job description to attract large number of candidates for the vacancy and select prospective candidates who have desired skills and knowledge from the pool of applicants. HRM also aim at giving training and development sessions to employees to enhance their skills and also reward them for the work performed by them which will motivate employees and eventually help in increasing productivity of Barclays bank. 17
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JOB SPECIFICATION OF HR EXPERIENCE 7-8 years of progressively more responsible positions in human resources, preferably in a similar industry in two different firms. Experience supervising and managing a professional staff. Experience as a trusted resource as a member of a senior level executive team. EDUCATION: Bachelor's Degree in Human Resources, Business or related filed required. Masters Degree in Business or Human Resource Management or a related fulfilled preferred. REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTICS: Interpersonal skills, String Communication Skills. Demonstrates a high degree of confidentiality in interpersonal interaction. Exhibits an unusual degree of common sense in working with co-workers and the executive team. Experience directing the efforts of a team of diverse human resources professionals. Demonstrated ability to increaseproductivityandcontinuously improve methods, approaches, and departmental contribution while remaining cost-sensitive. 18
D 3 Employee relations and HRM practices that influence decision making. Healthy employee relations between employer and employee helps in building positive workforce environment which leads to higher productivity and efficiency. HRM aims at motivating employees of Barclays bank to achieve desired goals and objective in coordinated manner (Chelladurai and Kerwin, 2018). CONCLUSION From the above study it has been summarized that human resource management plays a significant role in a bank to retain prospective employees who have desired skill and knowledge to perform a particular task effectively and efficiently. This study also highlights different approaches to recruitment and selection which helps in hiring potential candidates who best fit the job. Further it also concludes that HRM practices have various benefit for employer and employee which influences the decision making of the organization. This study also highlights the importance of employee relation who work in coordination to achieve organizational goals and objective. Furthermore, this study also concludes the impact of employee legislations in decision making. Every bank has to work in compliance withlaws to maintain health and safety measures to protect employees right. 19
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