Microsoft's Human Resource Management

This assignment provides an in-depth analysis of Microsoft's human resource management (HRM) practices. It discusses the importance of HR personnel in a company's success, particularly at Microsoft where they are considered the 'brains' behind the development of cutting-edge technologies. The assignment also references various HRM studies and publications to support its findings, including books and journals such as 'Human Resource Management: Theory and Practice' by Bratton and Gold (2017). It concludes that at Microsoft, employees are kept extremely satisfied and the turnover rate is minimal.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A) Purpose and function of HRM in workforce planning and resourcing.................................1
B) Strength and weakness of selection................................................................................................3
C) two potential improvements in selection process..................................................................4
TASK 2............................................................................................................................................5
A) Person specification of receptionist role.................................................................................5
B) Advantage and disadvantage of advertisement job................................................................7
C) Recommend job advertisement...............................................................................................8
TASK 3............................................................................................................................................9
A) Training schemes and internship and evaluate both the benefits of organization as well
employees for such schemes........................................................................................................9
Benefits of the training and internship in terms of employee as well as organization......9
B) Flexible working arrangements for staff- it includes the remote work, flexible hours and
reduced schedules......................................................................................................................10
C) Evaluate how Microsoft motivates its workers through the way it designs its job roles......11
TASK 4..........................................................................................................................................12
A) Employee engagement..........................................................................................................12
B) Evaluation of key approaches of employee engagement......................................................13
C) Key elements of UK employment legislation.......................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resourcing management is exist in organisation which work for the management
of human resource. HRM help to get right person at right job at the right point of time. present
Study is based on chocolate presence and Microsoft both. This report includes Purpose and
function of HRM in workforce planning and resourcing, Strength and weakness of selection and two
potential improvements in selection process will be explained. Further it includes Person specification as the role
of receptionist and advantage and disadvantage of advertisement job. It recommend job advertisement for
receptionist. It also contain key elements of UK employment legislation, evaluation of key approaches of
employee engagement. furthur report have study of Training schemes and internship and evaluate both the
benefits of organization as well employees for such schemes and Flexible working arrangements for staff- it
includes the remote work, flexible hours and reduced schedules. (Noeand et.al., 2017)
TASK 1
A) Purpose and function of HRM in workforce planning and resourcing
HRM is the process of managing workforce in firm. Human resource management related
with the management of man power in the organisation. Main purpose of HRM is to satisfaction
of human need in the company. It work as hiring, recruitment and selection of employees in firm.
It also work to manage employees and their reward and payment management. It is the most
valuable and essential asset of company. Various functions of HRM are detailed below
Hiring and recruiting:- Primary Purpose of this function of HRM is to identifying job
requirement in the company. In which HR identifies the requirements for job. Qualification
needed for the work. In second step HR have to adopt a plan for the marketing of recruitments, it
select the appropriate way of marketing in which company can attract large no. of candidates for
the available job or job identified.(Bratton and Gold, 2017) Next step is screening and selection
of candidate in which firm short list the candidates eligible for the job and work profile. In this
candidates have been through the process of interview and self evaluation test. And the final step
of recruitment is hiring in which selected candidates will be hired for the job. Recruitment can be
of two types internal and external recruitment.
Internal recruitment:- in which employees are recruited with in the company among the old
employees by promotion, transfer.
external recruitment:- in which employees can be recruited from outside of the company by the
way of marketing, advertisement, walk in interview and recruitment agencies
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Training and development:- This is most important function of HRM. Purpose of Training is
help to increase it capacity and develop skills and working abilities of the employees Training
aid to develop the future of individual. Training and development help in increase quality and
quantity of employees. It assist to improve the capacity and efficiency of employees which help
to achieve organisational objectives and goals training can be classified in two parts on the job
training and off the job training chocolate presence adopt on the job training method because it is
more suitable for them due to the work of chocolate their may not be heavy machine so that less
chances of loss so they can adopt on the job training method.(Jamali. and et.al., 2015)
Performance appraisal:- It is a set of activities in which the employees performance is
evaluated and not down. It is beneficiary for achieving the organisation goals and objectives
efficiently. The purpose of performance appraisal is to evaluate the performance of every
working individual. It help to get the best result from the workers because if individual are
closely monitored they will give their best results. It also help to evaluate the working skills and
level his employments. Its also assist to evaluate the strong areas and areas where they are
lacking. It help to create healthy competition among the employees because all employees will
work hard to become performer of the month. It also help to give rewards and incentives
Reward management:- The process of reward and payments is given for the motivation and
retention of employees.(DeCenzo and et.al., 2016) This can be classified in two terms terms
monetary and no monetary rewards. Monetary are given in terms of money or money equivalents
and non monetary are certificates, dinner with boss, appreciation letter, brooches and promotion.
Which boost morale of employees increase his loyalty towards organisation. It also help to
increase productivity of the employees which ultimately increase the productivity of company
and help to maximise profit.
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Illustration 1: types of rewards
(source:- HRM - Rewards and Recognition.,
B) Strength and weakness of selection
Selection:- Selection is the process of picking the best candidate for the available job in the organisation or
selection is the process of selecting the right person at the right job at right point of time. It can be the process of
interviewing candidates and evaluating the qualities of the candidates. A good selection process is always try to get
best set of employees for the organisation who have positive attitude towards company. Selection is also a
systematic process.(Guest, 2017)
Methods of selection:-
Home made assessment test is used by Chocolate presence for hiring the best person in organisation on vacant
post. It conducts test for the candidates to check their mathematical capabilities and command over English
language. People those who get more than 50% get selected in the firm and start working on particular post.
Strength of this method is that it evaluates capabilities of person and one the bases of knowledge of person
candidate can be selected. But it has some drawback as well as it doesn’t give consistent answers all the time.
There are chances that due to technical issue deserving candidate fail to get high marks in such condition enterprise
may get fail to select the best person in business. There is less chances to get fair results all the time.
Interview:- interview is a methods of selection in which their two parties one is interviewee and other one is
interviewer. It can be face to face or telephonic. Interview is design for the future prediction of the employees job
performance.
Strength Weakness
Measure presentation and verbal skills:-
interview help to measure the verbal and
Costly:- interview is always a costly for the
company because of the interviewer charge
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presentation skills of the individual. It assist to
get knowledge of the candidate by his
confidence and talking skills.
Versatile:- it help to check the candidate is
versatile or not i.e. the candidates have not
manipulated his qualification and skills
according to needs of the job.
Adopting change or not:- personal interviewer
can easily found in interview that the
individual is going to adopt changes of new
organisation and individual is willing to accept
the rules and regulation of the organisation. Or
he is not willing to accept new changes or
environment of the new firm.
high fees for conducting interviews which is
always a extra expanse for the company
time consuming:- interview process is a time
consuming process because it take long time to
conduct interview of every short listed
candidates
results can be manipulated:- Results of
interview can be manipulated and interviewer
can select the candidates according to their
choice, known or relatives. Or by the
interviewee by answering favourably to
questioners
it can be failure if the HR Is not able to find the
right candidates for the job.
C) two potential improvements in selection process
Utilisation of time management concept:- Company can go for the time management concept
which gives cost benefits, because time management concept is useful for the manage time
which save time of interviewer and it ultimately saves the cost of the organisation.
Result can be save from manipulation:- if interviewer take care about the general thing be
rational with the candidates than it must be save from manipulation and it gives best result and
skilled and qualified employees to organisation. Also company can adopt another way of
selection so that results can be rational.(Buckley and et.al., 2019)
Structured interview: This is the best way to improve selection process, as entity has to plan
clear and structured process for interview so that wastage of time can be minimised and
Chocolate presence can hire the best person in organisation. It can be time consuming process
which is the limitation of this method.
Psychometric test: This is another great solution to improve selection process, Firm has to
conduct this test alone with interview to evaluate capabilities of candidates. This helps in
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examining mental capability of particular individual to face critical challenges and intention to
stay in firm for particular period of time. Sometime firm fails to evaluating the skills of person
properly which is drawback of this method.
TASK 2
A) Person specification of receptionist role.
Job Title Receptionist
Reports to Administrative Head
Roles & Responsibilities Attending and facilitating communication
Determine purpose of the visitors visiting
Monitor and issue pass providing access
Resolve complaints of customers
Perform Clerical Duties
Qualification High School Diploma
G.E.D
Certification in Office Management(Brewster, Mayrhofer, and
Farndale,2018)
Title of the job Human resource assistant
Date: 1/07/2019
Qualification required Essential Desirable Met
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Diploma in High School
G.E.D
Certificates in Office
Management courses
Yes
Yes
Need of Experience
2 – 4 years of experience
in related environment
Yes
Personal characteristics
& conduct
Good interpersonal skills
for building relationships
Strong written and verbal
communication skills
Basic knowledge of MS
Office, Word and Excel
Ability of multi tasking
Interact in positive
manner with visitors.
Yes
Yes
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Roles and
Responsibilities
Sort and correspond to all
the mail and other
communication
Assisting HR and Admin
tasks
Perform Clerical Duties
and schedule
appointments
Resolve complaints and
take criticism
positively
Yes
Yes
B) Advantage and disadvantage of advertisement job
Microsoft current is using noticeboard system, it writes all the details about the vacant post
on noticeboard and this board is placed at main site of entrance of business. By this ay outsiders
and existing employees can get to know about this vacant post and they can apply for the same.
As if Microsoft want to hire receptionist then for that candidate must have good communication
skill and knowledge of relevant field,. All these details can be clarifying on this noticeboard. By
this way only deserving person can apply for this vacancy and company will have to arrange
interview for limited people only.
But mainly noticeboard are seen by existing workers hence Microsoft might get fail to
inform to external public majorly which may restrict people in getting knowledge about vacant
post in Microsoft.
The advertising activities carried out in Microsoft company has various pros and cons
which can be classified as follows :-
Advantages of Advertising :- The various advantages of the advertising activities are :-
 Expansion of the present market and increase in sales.(Horwitz and Mellahi, 2018.)
 Facilitates introduction of new commodities or technologies.
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 Creates diversified employment opportunities and improves living standard of its
employees as well a people.
 The quality of Microsoft has already been established and advertisement only enhances
it.
 Focuses on advertisement through technology thus reducing newspaper and magazine
mode of advertisement.
 Microsoft aims towards elimination of the middlemen between themselves and the
customers. Eliminates the competition level which is already at a minimal level.
Disadvantages of Advertising :- Advertisement also includes many disadvantages which can be
classified as follows :-
 Encourages the monopolistic control in the market.(Brewster, Chung, and Sparrow, P.
2016.)
 It reduces opportunities of small business and misleads the customers through its
advertisement.
 Manipulates and influence the targeted customer to buy the product even if they cannot
afford it.
 Increases the cost of the products as advertisement involves huge expenditure.
 Misleading claims and dirty advertising practices sometimes lends a company into
legal troubles.
C) Recommend job advertisement
Company website:- company wants to advertise for the post of receptionist it can use company
website as method of advertisement because oftenly people who visit company websites are
familiar about the company and norms of the company so this can be a very good method for
advertisement and a source of candidates. And It is also cost efficient for the organisation.
Social media: - social media is another a good source of advertisement because many job
seekers visit professional network as LinkedIn. So company can source high number of
candidates in cost efficient method. It also encourages the followers of company. As if Microsoft
want to hire a good receptionist hence it has to use social media, it is cost effective method and
by this way it would be able to make connection with large number of audience. It would be
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cheaper process because cost of using internet or social networking sits is almost nill. Enterprise
will have to spend in designing this job advertisement hence it will be around 100 Pound.
By using social lmedia Microsoft would be able to make connection with large audience
and this would help firm in communicating with applicants on social sites. Their resumes will be
scrutinised easily and only deserving candidates will be called for next interview round. Hence it
would help in getting quality person in the organisation.
TASK 3
A) Training schemes and internship and evaluate both the benefits of organization as well
employees for such schemes
Training plays a vital role in enhancing the skills of the employees for specifies job. Through
proper training employees prepare not only for specifies but also for future references.
Benefits of the training and internship in terms of employee as well as organization
For Employee -training and internship schemes can improve the efficiency of the employees of
the Microsoft which will directly give them satisfaction as increase their morale as well. It also
increases their capacity gain to adopt new things which will benefit for their carrier path in future
references. It also highlights in increased motivation of the Microsoft 's employee and there is
also increased in the speed and accuracy and also enhances their soft skills which is benefits for
the employees within the Microsoft. Here employee engagement is also increased by revaluation
of employees skills and process(Snell and et.al., 2015 )
For organization- economy in operation-trained employees minimizes the wastage of the
resources and able to make better and economical use of the Microsoft's tools and equipment.
Also, trained employees are well-organized person so there will be fewer accidents as well leads
to less cost of production.
Increase in productivity- trained employees shows the better productivity and higher quality of
output as compare to the untrained employees. Training enhanced the quality and quantity of the
output.
Less supervision-through proper training the duty of the supervision is lessened as after training
there is no need that supervised scrutinized the employees so the supervisor also took the other
responsibilities.
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Minimizes the employee turnover- Training provides the confidence as well motivation to the
employees. It gives them security and safety and reduces the employee turnover.
Uniformity of procedures-with the help of training there will be organized work .training
provides the standardization of the employees and this will be benefit for the Microsoft
company.
Minimizes the learning time-with the help of training programmes and internship there is a
reduction of learning time to reach the appropriate level of performance. Here employees cannot
learn by trial method as well as by observing others. Which is beneficial for the Microsoft
company as it increases the productivity and efficiency.(Moore and Jennings, 2017 )
B) Flexible working arrangements for staff- it includes the remote work, flexible hours and
reduced schedules.
Benefits of the remote workings are as follows
For employees- spend time with family it provides better work life balance for the Microsoft's
employees so that they can spend more time with their friends and family, and they enough time
to follow their hobbies.
Microsoft has made some policies of family care in which women can get time to take
care of their parents, kids and other family members. They can work part time of full time so that
they can spend quality time with family as well. This flexibility encourage people and make
them positive towards brand.
Reduced fuels and transport- remote working also provides work from home for the majority
of the work which can reduce the maintenance cost of the vehicles and also saves their money .
Rush hour traffic- by avoiding rush hour traffic and peak hours on the public transport helpsof
employees of Microsoft to feel freshens and work more actively throughout the day.
Work from home- flexible hours provided work from home and enables the employees of the
Microsoft to eat healthy and manage the work life as well as their personal life with their friends
and family.(Kianto, Sáenz and Aramburu, 2017)
Better health- working from leads to better life for the employees in number of different forms
as they have more time for gym and physical activity as well they can eat well from home and
also recover from illness and surgery in addition to they will less expose to the illness like cold
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and flew. Flexible work can ensures the employees of Microsoft to give time and environment so
that they can make healthy choices.
Increased productivity- it is founded that flexible working provides the employees of Microsoft
think more productive than the traditional life of the office. Work from home typically needed
less distraction, prevent from office politics the ability to get more customized office and ability
to dress more casually and comfortable as compare to office normals which basically increased
the productivity of the work.(Word and Sowa, 2017 )
Reduced work related stress-flexible working also reduces the work related stress because the
employees get happier and feels less stress as compare to office environment.
C) Evaluate how Microsoft motivates its workers through the way it designs its job roles.
Theories of motivation- there are various theories of the motivation which will explain the
concept of the motivation. In motivation there is a force which can drive a particular individual
as well the whole team or it is called he energy which pushes the employees to work hard and
achieve the goals even if the situation are not in the favour. (Brewster, Mayrhofer, and
Farndale,2018)
Maslow theory -it is developed by the Abraham maslow in the year 1940 and 1950.
Physiological needs- Maslow states that our body and mind cannot work properly if these basic
requirement are not fulfilled such as air, water as well food. These needs are the dominant of all
other needs. The major motivation of the employees of the Microsoft company is to motivate the
employees from these physiological needs as these are the primary needs while others are
secondary so the employees can easily get motivated.
Safety and security-basically ever needs looks less important when it is about safety and security
of an individual. It includes personal security, financial as well as health security also safety
against illness, accidents as well as their adverse effects.
Belongingness and love-if both the physiological and security are satisfied then it comes about
the prominence of the love and belongings Maslow believed that the people need to belong as
well accepted socially in the groups. Groups may be small or big. Many people suffer from
loneliness, nervousness social isolation a well a clinical depression.
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Esteem-it means people are being valued and respected as well appreciated by the others.
maslow divided the two types of esteem needs that is a lower version and higher version. Lower
version includes the needs from respect from the others and higher includes self-respect.
Self actualization- it focuses the individual's wish to grow and develop to their fullest point.
People like challenging opportunities as well choosing their own versions and creative
tasks,maslow describe the need to achieve everything that one can and also become the most can
one can be.(Buckley and et.al., 2019)
Microsoft can follow above theory to motivate their employees for efficient and productive
working.
TASK 4
A) Employee engagement
Employee engagement refers to employee who is engaged in activities of organisation to achieve
goal of organisation with his full interest in work and to full fill the requirement by his employer.
Employee's engagement shows his positive attitude towards the organisation and his satisfaction
towards his working environment.
Engagement is technical word used to define the satisfaction level of employee from his work.
Employee engagement in Microsoft:
 In the age of digitisation the working culture of employees has fully evolved, they are
comfortable with working from world wide area increases the communication between
then easily.
 Technology leads the employee to get connected easily with organisation weather they
have visited the headquarter or not.
 The employee of organisation are connected on large scale and it helps to build career
for employee in Microsoft.
 The focus of Microsoft is not confined to the working culture but also on the physical
environment of the office as it defines the working space between the employee to create
their own space.
 Modern technology enables the leaders to communicate with the employee easily with
the help or Skype , they can communicate easily, can take interview, can arrange meeting
and many more activities can be done through it.
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 To understand the Microsoft from the employee perspective, employee engage in
company modern working culture. (Jamali. and et.al., 2015)
 The company like Microsoft also has expectations from its employees as they have to
deal with modern working culture and technology to do so the employee should meet the
expectation of the company requirement.
 In Microsoft organisation the employee is clear about goals, this trust towards
organisation, receive feedback to improve his performance and to develop new skills
from his work as it makes him perfectionist in particular field of work.
 By coming in relationship both employee and organisation/employer both build trust
between them and create mutual understanding from each other and which becomes the
part of fair relationship.
 To get quick response from employee and to interact with them on social websites
makes easier for company to understand employees. Microsoft has great influence
not only his employee but also on those who are connected with it.
B) Evaluation of key approaches of employee engagement
 To immerse different back ground employees together and able to make them recognise
as employee of one organisation.
 Interaction with other employee increases the sociability between employees.
 To negotiate with other employees in organisation.
 Encouraging employee to communicate their problems.
 From time to time training employee develop them and increases their potential.
 Positive environment increases the productivity of the employees.
 The idea from employees which can help the company to increase its growth is always
welcomed by the company.
HOW KEY APPROACHES CAN BE IMPROVED:
 In Microsoft negotiation should be always their on time to time as employee should be
welcomed for group discussions.
 Microsoft can immerse employees from different background to mix themselves by
connecting socially to one another.(Noeand et.al., 2017)
 Social space should be given the most importance in Microsoft because other
companies focuses on giving space in physical work place by increasing space
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between consecutive employee so, the company should provides social communication
within its employee. Where they can feel free to interact with other employee and share
their views to each and every employee.
 Incentives and time to time reward can be given by Microsoft company to appreciate
employees in terms of monetary income.
 Microsoft can provide safety of job by providing job security, definite salary,etc
through which employee can get satisfied.
 Microsoft can create career for his employees, when they leave the company by giving
good remarks on experience letter so that the path for his career should not stop as it
starts to build up.
 Microsoft company could take the feedback and grievance from his employee seriously
and take immediate action on it.
 Any achievement which Microsoft company makes it should also involve its employee
to be the part of the achievement.
 For new comer in company Microsoft can organise a mentor to help them for emerging
in working culture of company.
 Microsoft should motivate its employees so that they can feel valued for the company.
C) Key elements of UK employment legislation
EQULITY ACT 2010: UK government introduced this act to protect the interest of employees
those who are working in an organization. (Kianto, Sáenz and Aramburu, 2017)The act cover
equal pay to employee, gender discrimination, caste discrimination, discrimination on basis of
employee religion or belief, on age,etc. The act also includes discrimination of employee on the
basis of promotion, as the employee in an organization are being promoted because of current
employee working in organization or requesting to take relative in organization. Employer
discrimination against salary for same position in organization the salary which is given are
different. In this decision for recruitment the candidate who are suitable for position are selected
as who perfectly fits in the position. If employer recruits any one who is blood related to him the
company will not take unless the qualification does not match with the profile. Equality act states
that each firm has to hire equal male and female candidates and there should not be any
discrimination on the bases of gender or age etc. To encourage employee to give best in his
work, HR gives rewards to his employee which creates competition in between employees to
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work hard and achieve goal of organization. This is done on the bases of performance rather than
age or gender. Different kinds of rewards motivates employee to work according the incentives
being provided like perks, bonus, promotion or increment in salary of the employee will increase
employee interest in work. (DeCenzo and et.al., 2016)
HEALTH AND SAFETY ACT 1974: The act cover all the safety measures that is to be taken
at the work by the employee, employer and the organization the act lays more emphasis on the
safety and health and the work environment of employee. The work environment for the
employee should be suitable. If the employer doesn't take the responsibility of his employee
then he is liable for the fine, imprisonment or being sued for criminal actions. In this act different
commissions are formed to execute it on employees. Any damage happened on work place due
to the fault of employer then employer will be responsible for his employee health. All the
employees working in organization should be given time to time training. HR is responsible for
training of his employees to develop their skills which increases their productivity in working
and employee skills does not get obsolete. Health and safety act creates pressure on the firm to
make change sin their training sessions and give training to workers about safer practices so that
accidents can be minimized.(Brewster, Mayrhofer, and Farndale,2018)
EMPLOYEMENT RIGHTS ACT 1996: This act covers all those rights which are related to
the employee benefits. When employee enters in the firm an agreement is formed between the
employee and the organization as they are mutually agree to all the terms and conditions
regarding working in organization. Regarding pay the employee has right for retirement benefits,
overtime pay, medical insurance, provident funds and when employee becomes insolvent the
company has to clear all his employee pending amount outstanding to outsiders. The employee
has the rights to take maternity leave, to work according to the time work load which can be
possible and is flexible to employee.
CONCLUSION
After going through the research conducted in above report it can be concluded that HR
management plays a vital role in the any company's functioning. Microsoft acknowledges this
and maintains a very efficient and up to dated HR department in their company. It can also be
concluded that Microsoft knows that the real assets of their company is the HR personnel
employed by them as they are the brains behind development of such marvellous technologies
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that have made Microsoft a Tech giant. (DeCenzo and et.al., 2016)Lastly, it can be concluded
that at Microsoft the employees are kept extremely satisfied ant the turnover rate of employees is
also very minimal.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J. 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P. 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Brewster. and et.al., 2016. International human resource management. Kogan Page Publishers.
Buckley. and et.al., 2019. Research in personnel and human resources management. Emerald
Publishing Limited.
DeCenzo. and et.al., 2016. Fundamentals of Human Resource Management, Binder Ready
Version. John Wiley & Sons.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Horwitz, F.M. and Mellahi, K. 2018. Human resource management in emerging markets. In
Human Resource Management. (pp. 337-357). Routledge.
Jamali. and et.al., 2015. Exploring human resource management roles in corporate social
responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review.
24(2). pp.125-143.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81, pp.11-20.
Moore, L.F. and Jennings, P.D. eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes (Vol. 60). Walter de Gruyter GmbH & Co KG.
Noe, R.A. and et.al., 2017.Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education
Snell. and et.al., 2015. Managing human resources. Nelson Education.
Word, J.K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook:
From theory to practice. Taylor & Francis.
ONLINE
HRM - Rewards and Recognition. 2019. [Online]. Available through
<https://www.tutorialspoint.com/human_resource_management/human_resource_manage
ment_rewards_and_recognition.htm>
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