Human Resource Management Functions and Activities

The provided report summarizes the importance of Human Resource Management (HRM) in managing workers effectively to meet a company's goals and objectives. It highlights various HRM activities such as recruitments and selections, which hire new candidates for work that meets the functions of a company. The report also emphasizes the significance of employment laws in the UK, affecting decision-making processes within companies. Additionally, personnel management is identified as a major element attainable through maintaining Human Resource Management in companies.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing.........1
P2. Strengths and weaknesses of different approaches of recruitment and selection............3
TASK 2............................................................................................................................................5
P3 Benefit of HRM practices for employer and employees...................................................5
P4 Effectiveness of HRM practices in terms of raising profits and productivity...................7
TASK 3............................................................................................................................................9
P5 Importance of employee relations with respect to influence HRM decision making.......9
REFERENCES..............................................................................................................................12
P6 Key elements of employment legislation and its impact upon decision making............13
TASK 4..........................................................................................................................................14
P7 Application of HRM practices in work related context..................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
All worker management and their activities at the workforce to meet the ends goals of a
company is also called as Human resource management. This is done through manager of an
organisation to understand and enhance the performance of worker. Major concentration of this
process is to ensure the effective implementation of entire plans and strategies to produce best
possible outcome of undertaken process of selection and recruitments. H & M (Hennnes &
Mauritz) is multinational Swedish retailing company which deals wide range of products and
services for each age group of people offering products to more than 62 nations employing
approx 132, 000 worker in company (Bulgurcu, Cavusoglu and Benbasat, 2010). The purpose of
this report is to analyse various purpose of HRM and their functions. This report will evaluate
various approaches of selection and recruitment procedure along with their negative and positive
impact. This will also analyse its benefits to worker and employee as well as its impact on
decision-making of ER. Furthermore, it will asses various types of legislation for employee
protection governed by UK state and how this avail organisation in development.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing
HRM is also known as major elements of an organisation that avail a company in
administrating worker in various different situation as well as help enterprise in meeting business
objectives in decent way. Meeting best result of recruitment and selection process that is one of
the major purpose of department of human resource management. Generally, this process aims
on candidates recruitments for specific job profile on right time period. This leads and support
the manager on conflict times and setting packages of fair compensation for subordinates.
Here are mentioned the major functions performed by H & M's HRM:
 Compensation and Benefits: Policies formulation with the worker wage and rights
allocation of compensation for worker is major functions that human resource plays.
Main profits from this process is employee satisfaction through managing worker in
proper way (Decker, Riley and Siemer eds., 2012 ).
 Human resource evolution: It is one of all fundamental functions of HRM in which
manager conducts various training and learning schemes or programs for rendering
opportunities of development as well as encourage or enhance the abilities of worker.
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 Planning & Recruitment and Selection of Human Resources: This is duty of Human
resource manager of H & M to identify and select those manpower which are able to
perform various types of operations in the organisation. For which they undertake the
process of recruitment and selection to make best applicant hired in H&M.
 Building a better relation among employer and employee: Effective relations among
worker is developed by HRM through creating effective flow of communication among
various entities. Through delivering healthy and safe conditions of work, this is required
for employer to manage good relations with labour.
 Health & Safety: Each company is responsible for health of worker and their better
working condition which is maintained by HRM in order to increase productivity and
benefits among workplace.
Illustration 1: key function of HRM, 2017
Major activities involve in HRM are:
 Improvements through plans of corporates, culture and policies of H & M as well.
 Act like a consultant.
 Initiate alternation and change as well as play a wide role as personnel experts. Form an effective communication bridge among worker (Farndale, Scullion and Sparrow,
2010).
Best Practices and Best Fit Approach
Best practice Best fit
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This argues with including rewarding activities
with HR activities.
Encourage framework aligned with
organisational strategies.
Promote stimulation which lead to longer
commitment with worker.
Deliver competitive advantages to H & M.
Here are mentioned hard and soft GHRM models explained under: Hard HRM: The worker are consider as the assets and source of development of
enterprise. The H & M manager consider employee as the key of workforce and focus
over their requirement satisfaction (Fine, 2012). Soft HRM: In this worker are treated with more values and importance in H & M to meet
business competitive edge. Manage organise motivational activities as well as focus on
grounds of their duties and role.
Workforce planning
Type of Enterprise Type of Employee power market
Independent primary Subordinate primary
Core Lien employee, compensated
staff of technical and
professional filed both.
Manufacture worker who get
organized through trade unions
competition practices.
Periphery Craft Secondary
Worker with better and good
skills come below this section
as well as generally are
organised by Craft Unions.
Worker with less good skills
that includes the Job security.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitments is hiring process of skilled and qualified candidates for vacant job profile in
order to meet the specific purpose. This is one of major function and process undertaken by an
organisation like H & M. The manager of human resource is tasked in the company for hiring
new and best worker for accomplishing enterprise's goals. There are various types of approaches
which is used by H & M for recruitments and selection of individual for purpose of job in which
few of them mentioned under:
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 Internal Source: This can be argued in a manner that internal recruitments and selection
approach allows a company to cut the extra efforts and expenditure as well as give
opportunity of motivation of worker. Basically the manager keep review the performance
of worker and understanding the hard efforts or performance level of worker, company
use the process of internal recruitment for promoting employee to new and enhanced
post. This saves the process of training and organising induction programs for worker
(Hobfoll, 2011). Here are some certain merits and demerits of this process which is
mentioned as below:
Advantages Disadvantage
Here are some pros for H & M from this
approach:
 This allows the HR manager in
increasing people level of motivation as
well as helps in gaining their loyalty
and commitment for longer period of
time.
 This enable the manager in boosting
worker's performance level and
efficiency of work.
 It cut the cost of organising and
managing expense of recruitments to
very low.
 Increase people's interest in their work
and duties more.
 Reduce and save the cots of training
and induction as worker are already
familiar with enterprise and its policies.
Here are some cons for H & M from this
approach:
 There is not innovation addition
existing in firm.
 There are some issues which people
faces cause of transfer and promotion
such as understanding new job role.
 Deploy demotivation among fellow
worker which lead to conflicts at
workplace.
Sources: Existing employees, Former workers, Referrals, Past applications. External Source: It is also one of the effective recruitment and selection approach which
is used by H & M for meeting new worker for vacant work profile. Hennes and Mauritz
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utilise this for developing assure of hiring ability to rights candidates for specific work
profile. HR select applies or new workers from pool of appliers for one specific work
post. For this process they conduct sessions and interviews in order to choose mos
qualified candidates for company.
Advantages Disadvantage
Here are mentioned some benefits to H & M:
 It helps in catering new innovative and
creative mind in organisation that can
increase reach of enterprise in regard of
product development and alternation
(Pfeffer, 2010).
 Provide access to open with a huge
pool of creative applicants and render
wide choice.
 Mots and best qualified candidates.
Here are mentioned certain demerits to H & M:
 The process of measuring previous
performance is complex for manager.
 This is more time consuming,
expensive and effort process.
 Require proper training and induction
process.
Sources: Worker exchanges, Agencies, Advertisements, Campus recruitment, Associations,
Deputation.
TASK 2
P3 Benefit of HRM practices for employer and employees
Different Practices of HRM for H & M: Learning Training and Grooming to Workers: There are large number of worker
perform in the organisation at various different level with various abilities and skills. This
is one of the major duty of manager to organise learning and training programs for
worker as it avail them in gaining their confidence and enlarging their knowledge criteria. Employee Performance Management: Employee are the major essential elements of
each organisation. These are one of the major services and products for consumer.
Management of performance is the process which help in analysing the activities for
worker and to recognise weather their performance is meeting the working criteria or not
(Shuck and Wollard, 2010). It avail manager in identifying the standard and actual skills
gap for leading them toward specific action. It aid manager in coordinating various
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programs as well as increasing the worker's level of performance. This avail organisation
in managing proper quality of rendered products and services. On the other and, this avail
company in meeting the satisfaction level by consumer through meeting their demands
and needs.
Profits of their human resource management for worker that can be considered through
mentioned points: Stimulating employee for well performance: One of the major pros that human resource
management practices provides is to stimulate and encourage worker to deliver their best
services (Salvendy, 2012). Activities such as management of performance influence them
to work in effective way and grab each and every opportunities to develop. This avail
worker promotion opportunities to evolve. Deliver training to employee for performing well: Effective practices of Human resource
management deliver training and development programs to worker in order to enhance
the products and working productivity as well as meet the business objectives of H & MJ
at the same time. Worker's effectiveness increment: Performance administration for employee is required
to manage within a period of time in order to analyse the gap between the actual and
standard skills of worker. This is recommend to HR manager to organise programs of
training for them. All of these activities avail in developing employee's work
effectiveness.
Employer Benefits from HRM Activities: Assistance in decision-making process: Worker;s performance analysis can create
awareness for manager about their qualities and capabilities of their organisation. Entire
process deliver basic data and information to manager to support them in future decision
making procedure of H & M in regard of their operations and various functions.
 Create a healthy and Positive Working Aura: Learning and training activities o
enhancements for worker's confidence and knowledge as well as increase their
performing ability (Tarique and Schuler, 2010). All of the procedures helps in building
healthy and better working environment for worker as well as employer.
Thus, from the above description, this is coherent that not only organization but also
worker and employer are facilitated from the process of human resource management.
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P4 Effectiveness of HRM practices in terms of raising profits and productivity
Benefits is one of the major motive that an organisation is aiming after undertaking
various types of activities. Manager make several efforts in order to generates mass revenues
amount. Worker of company play a major role in the terms of benefits generation for company
causes the his is required to fulfil the requirements of consumer to make the desired outcome of
operations which can only be attained with satisfied worker (Human resource management,
2016). Different practices of Human resource management such as evaluation of worker's
performance aid the manager of HR in recognising gap between standard skills and actual skills
in regard of performing work. After this process, the HR manager conduct the programs of
training for employee to manage skills and familiarise them with the working area for effective
work performance of them.
Employer take care that there are no vacant positions in their organisation so that they are
having sufficient workforce through which they are able to accomplish their goals. Superiors are
given responsibility that that they provide adequate information and instruction through which
they are able to function in better way (Guest and Conway, 2011). Through this management of
H & M is able to improve their workability of providing them knowledge according to their
duties. As a result company is able to earn satisfactory profit through which they are able to
sustain their marketplace.
Staffing: HR have knowledge about their workforce so that they can conduct recruitment
whenever required. This help management in hiring candidates whose potentialities match with
job. As a result company is able to utilise their employees in accomplishing targets by making
them perform their tasks effectively. These are some steps which employer follows :
 HR is required to have complete knowledge about job positions which are remaining
unfilled so that they can position their staff according to their skills.
 Then superiors determine appropriate stages which they are required to implement to get
desired workforce.
 At last they conduct recruitment through which they select correct candidate which suits
for position.
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Human resource development: they are responsible to take care that company has
sufficient people so that they can make them perform activities to accomplish goals and
objectives (CG Davidson, McPhail and Barry, 2011). HR is required to conduct sessions through
which they provide knowledge to their employees to make them provide adequate skills for their
job. Hence this will help subordinates to attain their targets within specified time limit by
improving their functionality. H & M is able to enhance their profitability by improving their
goodwill in marketplace.
Compensation and benefits: HR determine salary for their staff members to make them
perform their tasks in better way by motivating them towards their job. They can enhance their
subordinates performance by giving them chance to get additional benefits when they complete
their tasks before deadlines.
Employee and labour relation: manager should construct bond with their workers,
providing them instruction through which they will be able to complete their tasks easily.
Through this they are able to figure out their grievances and solving it so that they remain
dedicated towards their work.
Human resource research: market survey is done to encounter customers tastes and
preferences so that they can manufacture items accordingly. This also advantage firm to compete
with their rivals by offering quality service to people.
Minimization of work pressure from top manager: Superiors help executives by
lowering their responsibilities and helping them in achievement of goals (Tooksoon, 2011). This
result in smooth functioning of system.
Ensures flexibility: manager of H & M frame strategies and policies in such way that
they are able to modify it according to market conditions. As company exist in dynamic
environment, therefore necessary changes are to be done in system to ensure that it function
appropriately.
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Increases efficiency of employees: manager should conduct training seminars through
which they are able to enhance performance of their employees. This help workers to accomplish
their targets within time limit.
Here are mentioned some of the HRM practices along with their influence on the process
of decision making. Promote learning and training: HRM practices coordinate the session of training and
development in order to provide more capabilities and skills to the worker. This helps
worker in developing and improving the basic skills of a worker providing new
knowledge (Bratton and Gold, 2017). Hence, this procedure organised by HRM of
company provide more equality and enhance productivity of workforce. Effective workplace: HR manager is liable for providing and supporting the activities as
requirements of worker in order to deliver them more comprehensive and positive
workplace. Hence, worker can achieve their criteria of working and performing work in
better environment of work.
 Reward System: Monetary and non- monetary rewarding techniques employed by HR
manager of sited company motivate and influence the employee of enterprise helping in
development. Hence, the whole procedure is organised by HR as per the demands and
need of employee.
TASK 3
P5 Importance of employee relations with respect to influence HRM decision making
Employer should have positive relationship with their employees so that they perform
their tasks effectively. As they will be motivated towards their job and attain their target within
defined time limit. In H & M superiors design products and services according to their customers
requirements, to satisfy them by fulfilling their needs (Li, Frenkel and Sanders, 2011). This
advantage firm in remaining competitive by offering superior products through which they are
able to sustain their market share. Manager is required to provide guidance to keep their
employees connected with their job. As a result this improve functionality by making their
subordinates deliver items timely. Labour behaviour is also affected by environment in which
they are to perform.
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Manager is required to determine their company surrounding while selecting alternatives
whether they will affect their system in positive or negative way. Henceforth, it is necessary for
executives to consider all factors which influence their decision making process.
 Management: They are higher authority of business who regulate functioning of whole
system so that organisation goals and objectives are accomplished. They take care that
they have sufficient assets through which they will be able to offer goods and services
which fulfil customers requirements (Armstrong and Taylor, 2014).
 Allocation of resources: Superiors should take care that they determine activities through
which they are able to utilise their resources efficiently. This help employees in
completing their duties within deadlines. As a result firm is able to earn adequate revenue
for their firm.
 Motivational programmes: Manager is required to keep their workers dedicated towards
their work so that they perform their work in better way. They should provide them
financial and non-financial benefits to increase morale of their employees. This
encourage them to carry out activities through which they will be able to accomplish their
targets.
 Develop plan: Superiors are required to develop theories and tactics through which they
are able to provide support to their workers so that they perform their tasks with
proficiency. Through these manager can provide information through which staff
member are able to function properly.
 Requirement of modification: Manager should keep improving their techniques so that
they are able to manufacture items quickly and this also help in utilising their material in
better way. By updating their system, this help workers in carrying out activities easily.
 Recruit an expert: Employer should place talented personnel in job so that they perform
their tasks effectively (Van De Voorde, Paauwe and Van Veldhoven, 2012). They are
required to place them according to their skills and knowledge.
 Time scale: Superior is required to direct their workers so that they carry activities
through which they accomplish their target with specified time and as result this lead in
fulfilment of organisation goals and objectives.
Here are mentioned some of the major employee relation importance in context of decision
making of human resource manager of enterprise mentioned as below:
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 Conflict management: HR is required to have healthy relationship with their
subordinates so that they are able to keep them dedicated towards their work. This also
help them in anticipating problems faced by employees which is lowering their
capabilities. Therefore they are able to sort out their grievances and disputes so that they
keep on working in team. Hence, HR manager organise the communication, team
working activities and practices that avoid conflicts within working environment and
manage employee relations.
 Teamwork: Through coordinated working within an working organisation, this is
achieving business objectives. Through synchronisation of entire employee group and
employer, enterprise can achieve their business objective. So in order to maintain this,
HRM practices helps in vast way (Camelo-Ordaz and et. al., 2011. ).
 Better Productivity: In order to organise various activities within working enterprise,
company can manage growth and development of enterprise. Hence, HR of enterprise
organise the business practices for producing productivity work.
So it can be terminated that superior of H & M select options through which they are able
to benefit business activities. They should determine elements which impact their operations
directly and indirectly as by controlling these they are able to eliminate deviations which are
taking place from their standard which are set by executives.
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REFERENCES
Books and Journals
Guest, D. and Conway, N., 2011. The impact of HR practices, HR effectiveness and a ‘strong
HR system’on organisational outcomes: a stakeholder perspective. The international
journal of human resource management. 22(8). pp.1686-1702.
CG Davidson, M., McPhail, R. and Barry, S., 2011. Hospitality HRM: past, present and the
future. International Journal of Contemporary Hospitality Management. 23(4). pp.498-
516.
Tooksoon, H. M. P., 2011. Conceptual framework on the relationship between human resource
management practices, job satisfaction, and turnover. Journal of Economics and
Behavioral Studies. 2(2). pp.41-49.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Li, X., Frenkel, S. J. and Sanders, K., 2011. Strategic HRM as process: How HR system and
organizational climate strength influence Chinese employee attitudes. The International
Journal of Human Resource Management. 22(9). pp.1825-1842.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well‐being and the
HRM–organizational performance relationship: a review of quantitative studies.
International Journal of Management Reviews. 14(4). pp.391-407.
Camelo-Ordaz, C. and et. al., 2011. The influence of human resource management on knowledge
sharing and innovation in Spain: the mediating role of affective commitment. The
International Journal of Human Resource Management. 22(07). pp.1442-1463.
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P6 Key elements of employment legislation and its impact upon decision making
The concept of employment legislation that involve the regulation and rules in which the
manager lead the formulation of different organisational policies undertaking the duties ad
basics employment laws and rights for providing them proper protection and safeguard. Entire
these terms are largely affect process of decision making which an organisation like H & M
operates which includes process of operations and formulations (Shuck and Wollard, 2010).
Major elements of legislation of employment as well as its impact on the process of decision
making is mentioned below: Employment Act: This is one of then vital and main act of employment made for
satisfaction and safeguard of employer. Coordinating to this, each employer is
responsible for the ground facilities and services of worker during the time of working
hours in order to make them perform more significantly. Fair remuneration, fair wage
allocation and fair compensation is the right of worker which avail in enhancement of
level of performance of worker as well as increase their job commitment. This avail in
decision-making process through supporting manager while making operational
judgements. Minimum Wage Act: Each state government have determined the amount of minimum
pay which the organisation have to provide worker in order to make their fulfilment of
necessities. This act was passed by parliaments of United Kingdom for providing proper
wage to employee. It avail manager in formulation of wage packages of worker to deliver
them desired salary. Equal Pay Act: This is also one of major act which can not be denied by an organisation
that focus over the equality in companies while allocation of wage (Tarique and Schuler,
2010). This was a replacement over Race Relation Act which is made for provide female
proper wage equal to man that have been extended to no discrimination on grounds of
race, religion, culture, gender and other factors. Data Protection Act: Along with these acts and laws, employer responsibility is to keep
the data and information of worker safe. This was enacted to provide security to worker
from outer sources through managing their information confidentiality within the
company. It was also enacted by Parliament of United Kingdom for safeguarding
workers.
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 Health and Safety Act: This act argues that an organisation which employ worker for
their own benefits have to provide them some certain safety and health related services
for their cure and better health while working. Also this is required to manage health
insurance for employee as well as job security in order to reduce the unfair dismissal
from work profile (Tarique and Schuler, 2010). This helps in decision making of manager
of H & M to provide notice period before termination. This was one of the best act
formed by UK government.
 Disability Discrimination Act: In order to provide protection and fair treatment to
disables, Parliaments of United Kingdom formed this the disability discrimination act.
This act states that there should be no discrimination on the grounds of their disability
otherwise the organisation will have to face negative consequences. This avail the
decision making process through managing the various affairs and providing equal job
opportunities to disable employee group. This also help in enhancing the goodwill of
enterprise as well.
TASK 4
P7 Application of HRM practices in work related context
Job specification
1. Job Details
Work Profile: Sales manager
Marketing Department
2. Purpose of Work Profile
 To enhance sales of organisation
 Through encouraging worker, to gain the level of productivity
 Participation in process of selection and recruitment
3. Duties & responsibilities
 Sets goals and objectives linked with sales
 Identify and assess condition of market
 Monitor & examine sales representative skills
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The Company will use various resources or platform for advertising and promoting the
need of recruitments and hiring in order to gain more access toward the candidates for
maximising options (Wang and Noe, 2010). This includes the traditional media including new
paper, radio, electronic media including television ads as well as new media sources such as
social media, hiring agencies etc.
Description of Curriculum Vitae
General Data:
Name: XYZ
Mobile no. 9999999999
Email id: [e-mail]
Qualification
MBA Queen Mary University of London 89.00%
BBA Queen Mary University of London 79.00%
Higher education Cambridge school 69.00%
Secondary education Cambridge school 89.00%
Individual details:
Father : BBB
Mother: DDD
DOB: 15th February 1996
Achievement: 1st prize in basketball competition.
2nd position in debate.
Interview Preparation: To choose the proper candidates, this is very important for H & M
manager to understand the following element during the applicants process:
 Proper and effective preparations for question of interview to meet best outcome.
 Assess entire applicants skills for required Job profile.
 Analysis of other candidates skills (Zheng, Yang and McLean, 2010). Analysis of Eligibility.
Delivering Offer Letter: A job letter is the document in written format that includes the terms
and condition which is described from both organisation agrees on them to serve their services to
each other:
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Essential elements for Offer Letter:
 Organisation description
 Joining date
 Structure of wage
 Working Time and Minimum working Hours.
 Structure of leave and holidays. Higher authorities signature.
Analysis: In the final stage, the recruitments and selection process evaluation is being made by
HR and manager to aware main limitation of process undertaken and reduce issues to increase
effective (Zheng, Yang and McLean, 2010).
Candidates Criteria:
 Qualities and skills.
 Level of performance.
 Level of education.
 Quality of judgements in conflicts situation.
All of above steps are used for recruitment and selection process to make the best hiring
applicants to Company.
CONCLUSION
From the summarised report, it can argue that the concept of Human resource
management is indispensable for managing worker in adequate way for meeting the goals and
objectives of a company. Through recruitments and selection process, HR hire new candidates
for work that avail in meeting the functions of company. Different HRM activities support he
employer and labour of organisation at the same time enhance productivity and performance of
company. Employment laws are necessary to comply in UK which affect the decision-making
process of company. Thus, though there are various elements to understand for meeting success.
Personnel management is the major one which can be attained through maintaining Human
resource management in company.
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REFERENCES
Books and Journals
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Decker, D.J., Riley, S.J. and Siemer, W.F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Wang, S. and Noe, R.A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20(2). pp.115-131.
Zheng, W., Yang, B. and McLean, G.N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
Online
Human resource management. 2016. [Online]. Available through:
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managerial-operative-and-advisory-function/27995/>.
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