Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in Hilton Hotel, a leading hospitality company. It explores the purpose and functions of HRM in workforce planning, analyzes the strengths and weaknesses of different recruitment and selection approaches, and critically evaluates the benefits of various HRM practices for both employers and employees. The report also delves into the importance of employee relations in influencing decision-making and examines key elements of employment legislation. Finally, it critically evaluates the application of HRM practices in the context of employee relations.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM in workforce planning...................................................1
M1 HRM functions ................................................................................................................2
P2 Strength and weaknesses of different approaches to recruitment and selection...............2
M2 Strength and weaknesses of different approaches...........................................................4
D1 Critically evaluate strength and weaknesses of different approaches..............................4
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices in the organisation for employer and employees....4
M3 Different methods used in HRM practices.......................................................................6
D2 Critically evaluate HRM practices in organisation...........................................................7
P4 Effectiveness of HRM practices........................................................................................7
M4 Key aspect of employee relations....................................................................................8
TASK 3............................................................................................................................................9
P5. Importance of employee relations to influence decision-making ...................................9
P6. Key elements of Employment Legislation.....................................................................10
TASK 4..........................................................................................................................................11
P7. HRM practices................................................................................................................11
D3 Critically evaluate employee relations and application of HRM practices....................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management has an important role in the success of an organisation. In
this context, human resource of a company develops their part to make an overall functioning
and increasing outcomes. They are mainly handled employees with operating policies and
regulations that are governing and undertake work practices (Schermerhorn, Davidson and
McBarron, 2014). With the help of innovative functions and operations, they regulate different
activities and tasks that assist to maintain effectiveness in the company.
Present report is based on Hilton Hotel which deals in hospitality sector and maintain
effectiveness with ascertain more profits and revenue at workplace. HRM consider resourcing
that make effective results in the business. In respect to focus on the present report, it covers
purpose and functions in HRM in workforce planning. Furthermore, strengths and weaknesses of
different approaches in recruitment and selection in Hilton Hotel. In addition to this, it focuses
on benefits of HRM practices in the business for employer and employee. Moreover, it consists
importance of employee relations which influence to decision-making. At last, key elements of
employment legislation has been covered that help to meet with desired aims and objectives at
workplace.
TASK 1
P1. Purpose and functions of HRM in workforce planning
Human resource management is element that describes formal system which is devised
for management of people at workplace. Responsibilities of human resource manager consider in
different areas such as staffing, employee compensating, design work, and determine benefits. In
respect to consider effective results, it can be stated that HRM plays very important role in
success of business. With this regard, in Hilton Hotel, the HR manager has several characteristics
such as they are people oriented, comprehensive functions, challenging function, etc.
(Schermerhorn, Davidson and McBarron, 2014). This is because people oriented consider
employees to attain desired goals and objectives. Furthermore, it determines emotional and social
aspects of personnel. Hence, organisation bringing many people together to accomplish goals.
1

In this context, the company has many purposes that define as follows:
 Efficient use of resources: In respect to work in Hilton Hotel, HR manager consider
their purpose is that efficiently use of their workers. In this context, training helps to
make employees understandable that wastage of resources not occurs. With the help of
training, efficiency and performance also develop continuously at workplace.
 Involve several employees: HR manager consider their functions through giving the best
outcomes. In this way, interest level increases in the company to focus on people
involvement at workplace (Schumacher, Van Emmerik and De Witte, 2016).
 Develop company culture: Along with this, HR makes proper use of their culture to
maintain effectiveness in Hilton. In an organisation, proper security and facilities help to
maintain effectiveness which gathers proper culture in environment.
 Employing new people: HR works for employing new people at workplace that assists
to meet with desired results and outcomes in the company. In this way, they need to focus
on implementing new, fresh and skilled employees who assist to create effective results at
workplace (Gatewood, Feild and Barrick, 2015).
Functions of HRM
In order to develop effective results in the business, there are different kinds of HR
functions implemented that assists to develop more creative work performances.
They are as follows:
Managerial Functions
 Planning: Main function of HR is that consider proper planning for all creative work and
performances in business. In this regard, work successfully done through develop
planning activities (Gatewood, Feild and Barrick, 2015).
 Organising: After successful planning, Hilton hotel needs to concentrate on organising
things that need to be implemented at workplace. Therefore, proper actions are
considered for proper caring of all members.
 Directing: After organising, manager need to direct their employees towards aims and
objectives. As a result, proper direction will be provided to attain creative results.
 Controlling: In controlling, Hilton hotel needs to manage functions and operations with
proper and effective controlling. Errors and negative things will be reduced in the
business (Schumacher, Van Emmerik and De Witte, 2016).
1

Operative Functions
 Recruiting Employees: It is main task in front of HR manager of Hilton hotel to pay
proper attention towards effectiveness at workplace. It is the toughest task in front of the
manager.
 Training and Development: Furthermore, HR manager of the chosen business needs to
provide training and development program to their employees to increase their
effectiveness (Welch and Björkman, 2015).
 Performance Appraisal: When employees perform very well in the business, manager
needs to provide them appraisal to attain more systematic work performances.
Advisory Functions
 Advising at top level: HR of Hilton hotel need to focus on top-level management
activities with advising them. Policies and procedure help to create good relations from
employees.
 Advising at departmental level: At department level, the selected business also needs to
focus to provide them advice and attain desired results as well.
M1 HRM functions
In respect to deal with HRM functions, there are different types of activities consider.
There are three types of functions implemented that assists to meet with aims and objectives of
the company. For instance, managerial, operative and advisory. With these three perspective,
Hilton hotel able to maintain their targets and goals in business environment.
P2 Strength and weaknesses of different approaches to recruitment and selection
In respect to consider recruitment and selection methods, in Hilton hotel following are
certain methods exist:
Internal Recruitment: In this method, Hilton hotel consider their outcomes with existing
candidates. They can apply for particular job vacant in the company. There are different ways to
consider internal recruiting such as promotion and transfer, job posting, employee referrals, etc.
Promotion method assists to improve responsibilities and pay scale of employees which create
effectiveness in the business. In this regard, job posting is also implemented to consider
recruiting as per qualification and work experience (Schumacher, Van Emmerik and De Witte,
2016).
Strengths:
2

 With consider internal recruitment method, the selected business has an advantage to
reduce their cost of implementation.
 This method is also suitable to develop effective performances and opportunities for
existing workers.
 Less time needed for recruitment of existing people which assists to grow effective
performances.
Weaknesses
 This method is not suitable to recruit fresh people in business
 No creative and innovative ideas would take place
 Lack of discipline and respect to each other
External method of selection: In this method, selection done with applying method to
recruit outside candidates at workplace. In this regard, direct, indirect and third party are the
three ways existing that can be used by Hilton Hotel.
In direct method, the company needs to contact directly in the institution with effective
results. Furthermore, indirect method includes advertisement through social media, newspapers,
etc. Apart from this, in third part selection consultants included who focus on selection of
candidates (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, 2016).
Strengths
 In this way an organisation is able to recruit fresh candidates at workplace.
 New and innovative ideas must be developed to focus to attain desired results.
 Development in company considers with ascertain new candidates at workplace.
Weaknesses
 Weaknesses in the chosen business occur because more time and money is required
implementing this method.
 Proper information towards employees not getting which need to be implement to attain
more significant results.
 Further, the enterprise unable to get specification towards innovations and creativity at
workplace.
M2 Strength and weaknesses of different approaches
In order to consider recruitment process, manager of Hilton hotel implement internal
method that assists to perform several functions and operations. In this regard, effectiveness will
3

be generated continuously because company need to implement less cost. However, lack of
discipline exist which impact negatively on the enterprise. Furthermore, for selection process,
company adopt external way in which they need to focus on more money arrangement. On the
other hand, it also reduces effectiveness when business not know about new candidates.
D1 Critically evaluate strength and weaknesses of different approaches
As per the view of Schumacher, Van Emmerik and De Witte, (2016), internal way of
recruiting consider advantages to the Hilton hotel. This is because, manager know about their
existing candidates so that they can easily promote their products and services. Beside this,
Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, (2016) stated that external way of
selection is useful to promote new ideas and innovation at workplace.
TASK 2
P3 Benefits of different HRM practices in the organisation for employer and employees
Human Resource Management is a planned approach which assists to manage people
effectively and efficiently. In this aspect, Hilton Hotel has an aim to create open, flexible and
caring management style so that staff members are motivated to do their work in systematic
manner. Furthermore, it is a useful way to develop and implement the best approach to attain
mission.
There are different kinds of HRM practices consider which is beneficial for employers and
employees both.
 Clarifying department strategic direction which integrate HR programmes through
consider HRM plan. It assists to fulfil vision, mission, and value statement (Gatewood,
Feild and Barrick, 2015).
 With the help of establish linkage and integrate HR programmes, effectiveness will
develop continuously in the market.
 Projecting short to long-term human resource develops which consider by manpower
plan.
 Furthermore, managing people in Hilton effectively develop for performances with using
open system that call for individual objectives. It tied with departmental goals and
objectives that are implementing with regular coaching and develop staff performances.
4

 Furthermore, enhancement staff competencies also required that assists to perform better
with working effectively. Training people also accomplish their objectives to attain more
effective functions (Schumacher, Van Emmerik and De Witte, 2016).
 Delivering qualitative service is another practice in which training and engaging staff
members develop service culture in addition to business process. Re-engineering and
work streamline also need to focus by enterprise which helps to increase systematic work.
 In respect to consider good practice at work, ACAS determines as productive tool that
help to understand organisational strength and weaknesses. It assists to take simple
practical steps to take the best guidance with relevant Acas. This model design to help
organisation check which consider right people management policies.
Benefits to employer
 Reduce Employee Turnover:With respect to implement HRM practices, it can be stated
that it is the best aspect to reduce employee turnover. With the help of this, Hilton hotel
huge loss could be reduce through focus on diminishing turnover. Therefore, new
employees gaining proper training which assists to perform several functions and
operations. Hence, employer continuously monitoring their employee performance
(Welch and Björkman, 2015).
 Reduce Conflict: Manager also considers their part with ascertain proper solution of
conflicts. In this regard, it has been seen that there are several people comes from
different background so that it is the best way to reduce conflicts.
 Employee Satisfaction: Satisfaction level of employees also increasing with developing
effectiveness. Therefore, it is important to focus on the interest of employees which is a
main cause of dissatisfying them.
 Increase skills of employees: HR also works to increase skills and performance of
employees so that it is the best perspective to attain effective results at workplace
(Camps, Buenaventura‐Vera and Torres‐Carballo, 2016).
 Training and Development: Furthermore, in Hilton hotel employer also considers
proper training and development program that increase effectiveness towards work
performances.
5

 Flexible working: In respect to implement HRM practices, employer has benefit to
provide flexible working hours that assists to meet with desired results. With the help of
effectiveness, employers and employee relationship maintained.
Benefit to employees
 Promoting Positive Behaviour: In respect to look towards benefit to employees, it can
be stated that Hilton Hotel able to promote their positive behaviour with workers. This is
because favourable environment assists to keep proper and systematic work performances
at workplace (Welch and Björkman, 2015).
 Developing Employees: HRM practices also assist to satisfy employees and encourage
them to contribute intellectual assets. Knowledge of workers develops with effective
skills so that it assists to increase competitive advantages. With the help of effective
organisation capitalise, positive results will be gain at workplace (Tabvuma, Georgellis
and Lange, 2015).
 Building Flexible Workplace: HRM practices also looking towards reflect demographic
elements. In this way, it is important to consider different conditions which assist to
maintain flexibility at workplace. It is the best aspect to produce effective results
(Gatewood, Feild and Barrick, 2015).
 Motivating: Motivating is also important perspective that assists to maximise employees
performances. In this aspect, employers need to hire and promote with motivating
workers. It is the best aspect that assists to meet with innovative functions and operations
at workplace.
 Flexible working: With the help of flexible working system, employees able to deliver
creativeness in their work. This is because, they are getting systematic manner with
flexible condition to make effective results.
M3 Different methods used in HRM practices
In respect to consider HRM practices, there are different methods exist in which
preliminary consideration in which manager of Hilton hotel implement different sources such as
communication with human resource, recruiting and selecting, labour and social practices.
Furthermore, there are other different methods implemented towards HRM practices such as
forecasting, assessment of human resource requirement, etc.
6

D2 Critically evaluate HRM practices in organisation
According to the point of ___________, determines requirement of human resource so
that effectiveness will be generated to attain more desired results. On the basis of this aspect,
there are different ways included such as job analysis, time recording, extrapolation, etc.
Furthermore, forecasting the requirement of human resources also implement to assess dynamic
size and structure, trend analysis, Delphi method, etc.
P4 Effectiveness of HRM practices
HRM practices consider important role in business to manage effective results. In this
regard, systematic work performances also develop that help to make creative work
performances ascertain at workplace (Camps, Buenaventura‐Vera and Torres‐Carballo, 2016). In
Hilton hotel, it assists to increase their profits and revenues through focus on maintain creativity.
It assists to give full facility and comfort zone so that effectiveness towards employees will be
continuously develop.
Main reason is that it creates several chances of more retention of employees with
provide them time and other benefits. Increment of good work help to focus on motivating and
feeling very well so that fruitful results will be implementing at workplace. Personal and
organisational goals also consider meet with growth of the company so that it assists to develop
systematic work performance (Gatewood, Feild and Barrick, 2015).
Providing different types of perks assists to develop skills and help to motivate them
towards aims and objectives. On the basis of effectiveness, it can be said that company is able to
fulfil their aims and objectives at workplace. If employees belong from different place, they need
to provide proper effectiveness to satisfy needs and requirements. With the help of facilities, it
can be stated that Hilton hotel able to make creative work performances at workplace. When
personal and organisational goals will be fulfil, company able to maintain their effectiveness in
business environment. When employees getting several benefits, they are able to communicate
effective business performances through concentrate on desired results.
Along with this, in respect to acquiring new people at workplace, there are different
HRM practices consider which help to maintain more systematic work performances. Therefore,
proper arrangement of people also assists to focus on developing innovative ideas towards aims
and objectives of business. On the basis of complexities, uncertainties and dynamic nature, it can
7

be stated that better, faster and more innovative work will be developed at workplace of Hilton
hotel.
As per the mission and objectives, it can be stated that Human Resource Management of
the company ascertain several advantages (Schermerhorn, Davidson and McBarron, 2014).
Discipline also maintained with consider detail program in the business which identify key
factors as well. It also encourages competition through business will able to attain their
competitive position. Further, it provides unique customer needs so that effectiveness also
develops successfully to attain desired goals and objectives. Relevant information assists to
develop workforce that could be applied in the organisation to improve their systematic results
(Moutinho and Vargas-Sanchez, 2018). Organisation strategy helps to exploit and consider
internal alignment that is relying on structural control so that environment gets several benefits.
This strategy is based on the involvement of capabilities that are leverage and diversity in
community for unique nature and competencies as well.
Deliver balanced and improve capabilities assists to make diversity effectiveness that
make full range of capabilities to meet with requirements of users. Dominant conceptualisation
of an enterprise interacting with different systems so that multiple levels of analysis with
strategic goals (Lawler III and Boudreau, 2015). Dominant conceptualisation with interacting
elements which create open environment input that assists to complete purpose with seek to
accomplish goals. Maintain balance between external environment demands.
At macro level, it is important to focus on internal environment that assists to increase
experience and implications of technology systems. Furthermore, there are different activities
with administrative structure and leadership (Li, Zhang and Li, 2015). Besides this, people differ
from one another on wide range of characteristics so that individual consider with different
demographic elements such as age, sex, race, etc. Focus on the human resource perspective is
also different from personality, interest and values. Therefore, it could be linked with creative
consideration.
M4 Key aspect of employee relations
Employee relationship consider important role in business success. Therefore, it assists to
make creative work performances among employee and employer. On the basis of HRM
practices, relationship will be develop systematically and ascertain productivity as well.
Therefore, it helps to focus on maintain more creative results.
8

TASK 3
P5. Importance of employee relations to influence decision-making
Employer and employee relation is crucial element that assists to meet with desired
results at workplace. In this regard, effectiveness also develops to focus on maintaining
effectiveness. Furthermore, powerful relationship is also maintained which develops loyalty
among workers. Diverse level of management in the company assists to focus on maintaining
relationship in a systematic manner (Gannon, Roper and Doherty, 2015). On the basis of
primary concern, it has been seen that employees are the most important part of an enterprise so
that manager needs to maintain effective relationship with them. It assists to provide impressive
services to customers to commit and allegiance as well. In respect to regulate surrounding
environment, at Hilton healthiness also develop successfully to focus on impressive
communication. Management of the business also looking towards development program so that
it helps to increase productivity and profitability for hotel (Tabvuma, Georgellis and Lange,
2015). In respect to create good rate, workers possession is important that develops strong
relationship among them.
Following are certain importance consider in the business regarding employee relations which
influence to decision-making:
 With the help of employee relationship, effectiveness continuously develops to focus on
business results. Therefore, enterprise is able to communicate their goals in desired
manner with several people. On the basis of these aspects, expectations of employees
fulfil that help to make innovative results at workplace (Townsend and Wilkinson, 2014).
 Individual unable to get proper decision-making: In the selected business, individual
is unable to get proper decision with guidance and effectiveness. Therefore, it is
important to consider maintenance in relationship which assists to focus on proper
decision-making activities. Target market also develop group of people that help to focus
on need of employee which needed in right way (Gatewood, Feild and Barrick, 2015).
 Work become easy and shared among several people: Further, with the help of
maintaining relationship, it is main advantages that Hilton hotel will be able to share their
work with different people. It is easy to reduce workload which increases systematic
9

work performances (Brierley and Gwilliam, 2017). Correct decisions also need to take so
that it assists to fulfil roles and responsibilities in systematic manner.
 Organisation become easy: When more people work together with share work,
organisation work as family that assists to meet with desired goals and objectives. In
respect to this, Hilton hotel able to communicate their significant advantages in market
which assists to focus on business development. In addition to this, focus and
concentration is also required in positive aspect which helps to make systematic results at
workplace (Schumacher, Van Emmerik and De Witte, 2016).
On the basis of interest and qualification, it can be stated that important activities will be
developed in desired manner. It is the best aspect that helps to maintain effectiveness at
workplace.
 Increase Productivity: With respect to maintain employee and employer relationship, it
can be stated that Hilton hotel is also able to increase their productivity in systematic
manner. It creative perspective that help to maintain creativity at workplace. On the basis
of target market, it can be said that individual will easily get more systematic results
which help to focus on secure and effectiveness results (Camps, Buenaventura‐Vera and
Torres‐Carballo, 2016).
P6. Key elements of Employment Legislation
In respect to look towards legislation, there are different acts and legislation implemented
that assists to meet with aims and objectives in systematic manner. In this regard, Hilton Hotel
manager needs to implement following aspects:
 Employment Right Act 1996: On the basis of this aspect, manager of the chosen
business needs to implement proper rights of all employees at workplace. Therefore, it
can be depicted that this act assists to provide proper safety and security in same manner
to people. Therefore, it assists to increase effectiveness for business development. Along
with this, there are several advantages that it is related with capabilities and qualification
of employees so that employer and employee will work in creative consideration
(Ogunyomi and Bruning, 2016). This element create impact on HRM decisions to
provide all rights to their employees that take important role in the company.
 Segregation Act 1975: On the basis of this act, it is also known as racial discrimination
act in which it has been stated that certain context which assists to focus on complaining
10

that needed to solve different issues and problems at workplace. In this way, Hilton Hotel
needs to reduce discrimination on the basis of racial ground. As results, manager and
employee able to make effective results. With this regard, it can be depict that racial
discrimination occurs when someone treated less fairly. In this regard, it is important to
reduce discrimination on the basis of race, colour, etc. (Becker and Smidt, 2016). This
create impact on decision-making to treat fairly to all candidates at workplace.
 The Race Relations Act 1976: In this act, it can be stated that Hilton Hotel need to focus
on compilation of Racial Discrimination Act 1975. This act commences to make
provision on basis of amendment which is affected by application, saving and transitional
provision. Therefore, provision also made to ascertain systematic results at workplace.
Details are also needed to endnotes which consider making proper modifications (Marler
and Parry, 2016). On the basis of compiled law, it can be depicted that it ceased to have
proper effect accordance with provision of law. In decision-making of HRM, it can be
stated that on the basis of racial discrimination not allow in the business environment.
 The Disabilities Discrimination Act 1995: In this way, it is important for Hilton hotel
manager to reduce discrimination on the basis of disabilities. This is because it assists to
maintain effectiveness and reduce negative things on the basis of disabilities (Michailova,
Heraty and Morley, 2016). There are different kinds of discrimination take place such as
direct, disabilities related discrimination, harassment, etc. All these elements need to
reduce that assists to maintain effectiveness. HRM must take decisions with reducing
disabilities discrimination. They need to provide all rights and facilities to disable people
in business.
TASK 4
P7. HRM practices
In order to look towards the effective results of Hilton, it was seen that HRM practices
are considered as an important role in it. This is because it is an effective process to manage
human resources in a systematic manner (Parboteeah, Seriki and Hoegl, 2014). There are
different kinds of HRM practices included such as training and development, recruitment,
selection, career development, etc.
They are defined as follows:
11

 In Hilton Hotel, HRM practices ascertain planning mission and vision to accomplish
desired results. In this way, effectiveness will be developing continuously at workplace to
manage resources and innovation in the company. As per new and innovative ideas, it can
be stated that human resource will be developed in significant manner (Nkomo and
Hoobler, 2014).
 HRM practices also ascertain systematic operations and functions to solve different
issues and problems. In this way, allocation of resources must be carried on the basis of
right place, cultural environment and ethical issues at workplace. Management of
employee retention assists to gather relevant results with ascertain effective outcomes
(Welch and Björkman, 2015).
 HRM practices are also considermanage reward system at workplace that encourages
employees to focus on better business performances and compensating of employee in
business. In this way, it can be evaluating that ability and performances must be increases
continuously so that organisation will able to analyse system with performance appraisal.
It is the best aspect to increase innovative functions that assists to make effective results.
Resources functions are also developed continuously that helps to increase performances
in an enterprise (Bolman and Deal, 2017).
 HRM practices also include training and development which increases knowledge,
ability, leadership qualities, etc. All these perspectives help to make systematic work
performances to look towards development program at workplace. On the basis of
quality, it can be stated that productivity and profitability will be developed to make
successful planning and talent management (Vivares-Vergara, Sarache-Castro and
Naranjo-Valencia, 2016).
On the basis of above discussion, it can be stated that technical work culture assists
creative HRM practices which significantly create impact on program. Furthermore, it also
considers technological aspects that demonstrated relationship of HRM practices in terms of
innovation. HRM practices help to turn and depict process of knowledge that assists to make
detailed program towards work related context. Therefore, it will help to make creative work
performances. Organisational innovation encompasses in consideration of related management
practices. Therefore, interrelationship among HRM practices and innovations consider to focus
on maintain effective results in the company (Shantz, Alfes and Latham, 2016).
12

D3 Critically evaluate employee relations and application of HRM practices
With the help of HRM practices, employee and employer relationship will be develop
successfully to cope up with innovative functions and operations. In this way, it is important to
forecast and ascertained different aims and objectives as well.
CONCLUSION
From the above report, it can be concluded that HRM has an important role in business
for development and ascertain different advantages. In this perspective, it can be stated that there
are several roles and responsibilities that is considered by HR manager of Hilton Hotel to attain
desired results. In addition to this, they consider different purposes and functions through
effectiveness will be developing to maintain profits and revenue in creative perspective.
Furthermore, it summarised about the fundamental aspects of internal and external methods of
recruiting and selecting candidates at workplace. On the basis of these perspectives, it can be
depicted that company is able to develop their business environment in a creative manner.
Moreover, it articulated about benefits of HRM practices that help to make creative work
performances through focus needed in creative consideration. On this aspect, company is able to
make advantages with maintaining relationships with several people.
Along with this, the report discussed about maintaining relationship among people to
concentrate on desired outcomes in a creative manner. With the help of innovative culture and
outcomes, it can be stated that company can produce more systematic results to produce
innovative results at workplace. With the help of relationship between employer and employees,
it can be summarised that systematic work performances develop continuously in the business.
13

REFERENCES
Books and Journals
Becker, K. and Smidt, M., 2016. A risk perspective on human resource management: A review
and directions for future research. Human Resource Management Review, 26(2), pp.149-
165.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brierley, J.A. and Gwilliam, D., 2017. Human Resource Management Issues in Accounting and
Auditing Firms: A Research Perspective: A Research Perspective. Routledge.
Camps, J., Buenaventura‐Vera, G. and Torres‐Carballo, F., 2016. Individual performance in
turbulent environments: The role of organizational learning capability and employee
flexibility. Human Resource Management, 55(3), pp.363-383.
Gannon, J.M., Roper, A. and Doherty, L., 2015. Strategic human resource management: Insights
from the international hotel industry. International Journal of Hospitality Management, 47,
pp.65-75.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Lawler III, E.E. and Boudreau, J.W., 2015. Global trends in human resource management: A
twenty-year analysis. Stanford University Press.
Li, Y., Zhang, G. and Li, J., 2015. The influence of collectivist human resource management
practices on team-level identification. The International Journal of Human Resource
Management, 26(14), pp.1791-1806.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management, 27(19),
pp.2233-2253.
Michailova, S., Heraty, N. and Morley, M.J., 2016. Managing human resources in Central and
Eastern Europe.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Nkomo, S. and Hoobler, J.M., 2014. A historical perspective on diversity ideologies in the
United States: Reflections on human resource management research and practice. Human
Resource Management Review, 24(3), pp.245-257.
Ogunyomi, P. and Bruning, N.S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International
Journal of Human Resource Management, 27(6), pp.612-634.
14

Parboteeah, K.P., Seriki, H.T. and Hoegl, M., 2014. Ethnic diversity, corruption and ethical
climates in sub-Saharan Africa: Recognizing the significance of human resource
management. The International Journal of Human Resource Management, 25(7), pp.979-
1001.
Schermerhorn, J., Davidson, P. and McBarron, E., 2014. Management: Foundations and
Applications (2nd Asia-Pacific Edition). John Wiley & Sons.
Schumacher, D., Van Emmerik, H. and De Witte, H., 2016. Explaining the relation between job
insecurity and employee outcomes during organizational change: A multiple group
comparison. Human Resource Management, 55(5), pp.809-827.
Shantz, A., Alfes, K. and Latham, G.P., 2016. The buffering effect of perceived organizational
support on the relationship between work engagement and behavioral outcomes. Human
resource management, 55(1), pp.25-38.
Tabvuma, V., Georgellis, Y. and Lange, T., 2015. Orientation training and job satisfaction: A
sector and gender analysis. Human Resource Management, 54(2), pp.303-321.
Townsend, K. and Wilkinson, A., 2014. Guest editors' note: Time to reconnect the silos?
Similarities and differences in employment relations and human resources. Human
Resource Management, 53(2), pp.203-210.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human
resource management on performance in competitive priorities. International Journal of
Operations & Production Management, 36(2), pp.114-134.
Welch, D. and Björkman, I., 2015. The place of international human resource management in
international business. Management International Review, 55(3), pp.303-322.
15