Table of Contents INTRODUCTION...........................................................................................................................3 Activity 1.........................................................................................................................................3 1 functions and purpose of HRM................................................................................................3 2 Strength and weakness of selection and recruitment...............................................................5 Activity 2........................................................................................................................................7 3 Importance of different HRM practices...................................................................................7 4 Effectiveness of the HRM practices........................................................................................8 Activity 3.......................................................................................................................................10 5 Importance of employee relation..........................................................................................10 6 Key element of Employee Legislation and its impact on HRM decision-making.................12 7 Illustrating application of HRM Practices..............................................................................13 CONCLUSION..............................................................................................................................17 REFERENCES..............................................................................................................................19
INTRODUCTION Human Resource Managementis the separate department which is created in every organization formulated with the sole purpose of managing the personnel employed in company. The HR department assist the management of the company by regulating the employees hired and their work performance(Sparrow, Brewster and Chung, 2016). This helps them n awarding and rewarding the employees as per their performance. This brings efficiency in the company thus helping them in gaining an upper hand over their competitors.Harrodsis a departmental store which is situated on Brompton Road, Knightsbridge, London. The owner of Harrods is the state of Qatar. The Harrods brand, at present includes Harrods Aviation, Harrods Buenos Aires, Harrods estates and Air Harrods. The Harrods store has 330 departments becoming the largest store in Europe. In this report, the different purposes and functions of HRM have been discussed and the strengths and weaknesses of various recruitment and selection approaches have been discussed. Further, the different HRM practices and their benefits have been discussed with employers and employee's point of view. The importance of maintaining employee relations and the various legislations covering them have been discussed. Lastly, this report provides a job specification along with various examples of curriculum vitae that can be developed in Harrods as well(Brewster, 2017). Activity 1 1 functions and purpose of HRM Purpose of HRM Human resource management can be referred as the strategic approach that help the harrods organisation to manage their employees or workforce in order to achieve the target of the company. This approach is being done through hiring the right work force, recruiting and trained them in order to make align them with the overall objective of the Harrods departmental store (Pindek, Kessler and Spector, 2017). There are different purpose of human resource management of Harrods store which are as follows: ï‚·Internal and external recruitment for the company in order to hire the best workforce for the Harrods. ï‚·One of the main objective of the HRm is to
Provide on boarding training and development program to their workforce so that they can understand their role in the Harrods store to provide the best quality services to their customers. Another one of the main function of the HRM of Harrods is to compliance the labour law in the company, in order to protect the employee's rights in their organisation and treat fairly with each employee. Create different policies for their employees to maintain the healthy relationship in the Harrods store so that they can also make relation with their customers as well. They plan the career development plan for their employees to hike their career by giving them different opportunities(Moutinho and Vargas-Sanchez, 2018). Functions of HRM There are different kinds of HRM function that they have to perform in the Harrods department store, to increase the productivity with the help of their workforce(Tarique, Briscoe and Schuler, 2015). These functions are categorized into three sections which are: 1.managerial functions Basic management functions of the HRM of Harrods are: Planning –In order to maintain the workforce in the Harrods HR manager prepare the plan to hire the right work force in the organisation for this prepare the job description, identify the source of recruitment and many more(Gatewood, Feild and Barrick, 2015). Organizing —They organize and develop the different plans as according to the set objective and target. Also develop the organization structure to drive the different operations of Harrods. Directing —Another function is to direct their workforce in order to align their strategies as according to the objective of the Harrods department store. 2.Operative Functions Training and development —As Harrods is departmental store which have to perform number of activities and operations like, manufacturing bran cloths, specialized gifts and inventory management in their store etc, for this, Hr manager of Harrods conduct the training to their workforce to enhance their skills to meet the job requirements(Brewster, Mayrhofer and Farndale, 2018).
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Compensation —Another function of the Hrm of Harrods is to give equitable and adequate remuneration to all the employees in their organization. In this all the personal are compensated both term monetary as well as non monetary. Industrial relation —HRM of the Harrods establish the good relationship with the industry in order to create the labour law, welfare, safety, grievance etc. 3.Advisory functions Advise to top management –HR manager of Harrods store have the another function to advice the top management about formulation and evaluation of the personnel in the organisation and also in making the new policies and procedures. Advise to departmental head —HR manager also advice the head of the department in manpower planning, job analysis and design(Nankervis and et.al., 2016). 2 Strength and weakness of selection and recruitment Recruitment:-Recruitment is the process of finding the new candidate and hire them in their organization for their vacant job in the cost effective manner that can contribute in their all the operations of the harrods in achieving the target. There are two major sources in recruitment, Internal sources and external sources. Internal recruitmentis the process of hiring and fill the vacant post from within the organisation from then existing workforce of thecompany. It involves promotion of the existing employees of a company or transfer of them from one department to another. StrengthsWeaknesses Thisinternalrecruitmentmethodis easy and cheap to apply in the Harrods departmental store by the HR managers of the company. Asemployeesoftheharrodsare familiarwiththecompanyandits policies, then it will be easy for the management and employees to promote them to work effectively. The recruitment sometimes brings in incompetent personnel and this reduces the efficiency of an organization. When anemployeedoesnotmeetthe requirement of competency framework he is removed and this increases the cost of recruitment process. One of the biggest disadvantage of this internalrecruitmentis,itlimitsand eliminatethenumberofskilled
applicants in the harrods company. External recruitmentare the process to hire and find the best candidate for the Harrods company from the external resources,that involves hiring in new or fresh talent to bring innovation in the company. StrengthsWeaknesses ï‚·One of the main strength of the external recruitment process is that it brings new ideas and talent in the company that will help to create innovative products. ï‚·Anotheradvantageofthisexternal recruitment is that, HR managers of the companycangetthelargepoolto select and recruit the skilled workforce for the harrods company(Hecklau and et.al., 2016). ï‚·Disadvantagesofthisexternal recruitmentisthat,thisistime consumingprocess,itrequiremore time to recruit large number of pool from the outside. ï‚·Another disadvantage of this external recruitmentisthat,itisexpensive process, as it require more capital to promote its job, advertisement of the job(Stone and Deadrick, 2015). Selection:- After careful evaluation of the probable candidates, those which are found most suitable to the job are selected at Harrods. StrengthsWeaknesses ï‚·Selection process helps a company in employing the best candidates out of everyoneandreviewingtheir background information. ï‚·Differentselectionmethodlike interview, helps the HR manager of the harrods departmental store to get know theircandidatesandemployee personally and create the relation with ï‚·Itisaveryexpensiveandtime- consuming process and might mislead theHRleadingtohiringofwrong candidate. ï‚·Some times HR managers can also be wrong to judge the employee and their behaviour,whocanharmthe environment of the Harrods company.
them. Assessment test:- StrengthsWeaknesses ï‚·These tests will help the HR managers of the harrods store in order to find the best candidate and their skills, like for hire the finance manger then test will helptofindtheirnumericalskill (Wehrmeyer, 2017). ï‚·Theseassessmenttestswillhelpto assess and test the skills for number of candidates at one time. ï‚·Oneoftheweaknessisthat,itis difficult for the mangers of the Harrods to manage number of candidates at a time. ï‚·This also be one of the weakness is that,itscanbeexpensiveforthe Harrods departmental store. Activity 2 3 Importance of different HRM practices There are different practices of the human resource management of the harrods, they have to perform in order to maintain the good relation with their employees and staff. This relation of the employees and employers play a great role in achieving the target of the company to meet the customers need. These practices are:ï‚·Providing security to employees-One of the best practice that the human resource managers of the harrods have to perform is to provide the job security to them. In this HR managers maintain the relation with their staff and employees in order to give them formal and informal support, by giving them money support, and by providing them different benefits to their employees. This relation helps the Harrods management to create the policies for their employees and giving them security.ï‚·Selective hiring-This selective hiring consist the hiring for the right candidates for the right vacant post in the Harrods departmental store. This selective and right hiring helps the management to bring the skilled employees, they help to maintain and create the
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
healthy environment in the harrods store(Stewart and Brown, 2019). This relationship of the employee and employer help the management to make change in their structure of the job role and management style to direct and evaluate the performance of employees.ï‚·Self manages and effective teams-Another function of the human resource of the harrods company is to self managed and effective team. They consist with the people who think differently and working toward the same and common goal of the company. This same goals in a team create the healthy relation of the employees. And this relationship of the employees and employer help the team to achieve the goal easily and within a time. This relationship of employer and employers help the management to give any task and goal, because they know that having good relation will help to accomplish the goals easily(Brewster and et.al., 2016).ï‚·Fairperformancebasedcompensation-AnotherPracticeofthehumanresource management is that to give the fair performance based compensation. This rewards and compensation is being given on the basis of the performance of their employees of harrodsdepartmentalstore.Ifthereisgoodrelationbetweentheemployeesand employers of harropds company then is become easy for the management to judge and evaluate the performance of each employee in the team. This relation also help to give reward and compensation to their employees. ï‚·Training and development -Trainingis used to identify the gap that arises between the training that is imparted to the employees and the training that the employee actually needed. When an employee is not trained according to the requirements of his job; the performance is bound to get affected(Reiche and et.al., 2016). Training Need Analysis helps harrods in identifying such gap and rectifying it through correct training procedure. There are varioustypes of trainingwhich can be imparted to the employees :- Induction, UpgradingofSkillsandMultiSkilling.Inductionisgiventonewemployeesto familiarize them with the organization's culture. Upgrading of skills is done when the nature of work changes and it is necessary to upgrade the working environment with changing trends. Multi skilling is provided to trainees so that they can operate in dynamic environment and perform a variety of tasks at the same time.
4 Effectiveness of the HRM practices Enrichment, job enlargement and job simplification. Here, Job simplification is related to breakdown of the task into smaller and easier sub parts and Job rotation on the other hand is related to shifting of an employee from one job to another one. Job enlargement involves expansion of responsibility at horizontal level i.e. assigning more tasks at the same level and Job enrichment involves increase in the challenges of an employees' responsibilities. Flexibility in an Organization :-There are threetypes of flexibilityin an organization: Numerical, Structural and Functional Flexibility. Numerical Flexibility involves adjustment of quantity of labour employed in the organization. Structural flexibility is related to the changes in structural design so that other changes can be accommodated and Functional Flexibility signifies how quickly an organization can change themselves according to the changing market conditions and trends. This flexible working affects the profit and productivity of their employees when employees get the flexible working hours as according to them, where they can give time to their family as well, this will also give the time and potential in the organization as well this will increase the productivity of the company and this will increase the profit margin ion the market. There a retwo modelsfor flexible organizations namely Handy and Atkinson. Handy classified an organizational culture into four categories namely power culture, task culture, role culture and support culture. Atkinson's model of flexibility involves division of employee's in two groups called core group and peripheral group. Core group is full time workers and difficult to replace whereas peripheral group involves secondary workers who are employed seasonally and can be easily replaced. Nowadays, all the organizations including harrods provide their employees with the option of flexible work timings where they can work according to their convenience so that the productivity of work is not compromised with. It is beneficial for both employees and employers as the increases in productivity increases the profit of employers and this helps employees in increasing the pay scale. Performance and Reward :-Performance evaluation of an employee is critical in determining thecapabilityof an employeeandatharrods, the HRMregularlymonitors performance. They task the employees as per the expertise and this helps in improving productivity thus increasing profits. The various methods to evaluate performance are watching their work, using monitoring tools etc. and employees are given rewards accordingly. There are
various types of rewards including extrinsic reward and intrinsic rewards. harrods uses both the methodsofrewarding.Methodsofdeterminationinclude360degreeappraisals,forced distribution method etc. This affect the profit and productivity of the harrods company, when employees get the benefits, rewards on the basis of their performance, this will help the employees to get motivated and encouragement, and they will give their best in the Harrods store in order to achieving the target for the company. This will increase the productivity of the employees and this increased productivity will help to fulfil the demand of the customers and profit will increase. Learning, Training and Development Practices :-Training and development are two differentthings. Training is a learning process developing skills of employees and development is educational one where growth of employees is focused upon. Training is a process carried out in present but is short term in duration and development is generally long term and future oriented. This also affect the profit and productivity of the employees and company. As employees get skilled and have clear understanding of their job role, this will help the employees to increase their productivity in the harrods store. When employees create healthy relation with their customers, they will attract toward the store and this will help the company to increase its profit in the market. Job and Workplace Design :-An effective workplace design involves proper reward system so that employee can be motivated to work harder and increase the productivity. At harrods the rewards given are of two types:intrinsic and extrinsic. Intrinsic rewards involves intangible rewards like praising an employee, recognition etc(Morgeson, Brannick and Levine, 2019). Extrinsic job on the other hand involves increasing pay scale, bonuses etc. Giving such rewards to the employees increase theirmotivational levelas the rewards encourage an employee to work harder to achieve those target. This leads to enhancement in the productivity level of an employee thus increasing the profits of harrods Firm.Job designingat harrods involves Job simplification. This also affect the decision making of the HRM of the harrods company as they have to make new job description for the different vacant post in the Harrods organisation to attract and call the large pool of candidates in the organisation.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Activity 3 5 Importance of employee relation Relationship between the employees and employer play the important role in the Harrods company and affect the profit and productivity of the company and employees. Different importance of the employee and employer relations are: This relationship between the employers and employees play the important role as it will help to improve the culture and environment of the harrods company. This affect the human resource management and their decision-making process of creating the work culture and change the strategies as according to the employees. Management get ease in their strategies as they have the strong relation with their employees, they can easily understand their employees and can make culture and environment according to their employees. This employee and employer relation helps the human resource management of the Harrods departmental store to increase the loyalty of their employees towards the organisation. This help the human resource management of the harrods as they have trust on their employees and staff, that they will support the management in its every decision regarding to them. This become easy and affect the decision-making of human resource management of the company to bring new employment law and regulations in the company. Good and strong relationship between the employers and employees remove the conflict situation in the Harrods departmental store. As this is the largest departmental store of Europe, which deliver all kinds of products in their store. Which have different kind of employees for the different activities and different background to handle foreign customers are their. This may create the conflict situation in the organization, but if there is strong relation between employers and employees then this conflict situation will not arise in the organisation. This help and human resource management of harrods and affect their decision to manage their team and their task effectively(Wilton, 2016). If there is bad relation of the employees and employer then it also affect the decision making of human resource management of the harrods. Because this bad relation in the organization create the negative environment in the organization and also create the negativity in other employees of the organization as well, they will not work effectively, and then the productivity and profit of the company would affect. In order to make improvement in their organizational environment and culture, human resource management of the harrods have to
make changes in their decision-making process to make create the healthy environment in the organization, and try to make strong relation between employers and employees. Negative relationship in the organisation between the employers and employees, affect the productivity of the harrods departmental store. When employees do not behave respectfully with each other then they will also affect their behaviour with the customers as well. This will affect and decrease the profit share when productivity of their employees. This will affect the decision making of the human resource management as to make changes in their policies as according to improve their relationship and remove negativity from the organisation(John and Taylor, 2016). 6 Key element of Employee Legislation and its impact on HRM decision-making. Purpose of Employee Legislation :-To protect the employees working in an organization from any wrong doings or misconduct at the work place, it is necessary that the laws and legislations formulated for protecting the interest of the employees are applied throughout the organization. The various laws formulated include discrimination law, health and safety laws, minimum wage law etc. At Harrods, for better performance of employees and keeping them satisfied; all the necessary laws have been made applicable and proper communication channels in case of any grievances have been formed(Cascio, 2015). This helps the employees in obtaining justice in case of any biasness at the work place. Health and Safety Act —The purpose of this act is protecting employees from any contingency in the future. This act also ensure that employees are financially secure in case any medical emergency arises. The HR management at Harrods maintains the safety equipments to avoid any accident at the work place. HRM also carries out proper training sessions so that employees can be properly educated. This ensures the welfare of employees at Harrods(Chelladurai and Kerwin, 2018). Equality Act —This Act ensures that there is fair and just implementation of al the practices at the workplace. This involves giving equal pay, promotional opportunities etc. This ensures that no unequal wage distribution takes place at Harrods. The HRM ensures a fair distribution of wages and equality is maintained at the workplace. This helps in creating a motivated workforce personnel. Disability Discrimination Act —This Act is applied to ensure that all the necessary facilities and comforts are provided to the disabled workers so that the work can be managed properly
(DeCenzo,Robbins and Verhulst, 2016). This helps the HRM at Harrods in retention of the capable employees and create a more satisfied personnel. Dismissal Act —The basic purpose of this Act is to ensure that no employee is fired from their position due to any unjust reasons. And before firing, the management is required to provide a notice prior to a certain time period before their removal. At Harrods, the HRM has applied this theory to ensure that no employee is fired unjustly and in case they are fired, proper mechanisms have been formed to help the employees in fighting the management(Bratton and Gold, 2017). Role of Trade Union :-Trade Union's are formulated so that the common interests and rights of the employees can be protected. It is formulated by employees and union leaders collectively. At Harrods, the basic purpose of HRM is to manage and keep the employees satisfied so that the personnel; employed is kept satisfied but in case any quarrels do arise, then the Trade union along with management can solve these problems satisfactorily. At Harrods, the responsibility of trad union is combined with that of HR department where they collectively manage many aspects like working environment, working hours, holidays promotions, leaves etc. The role of Union also extends to collectively bargain and sort out the problems on behalf of the employees by putting them before the management(Stewart and Brown, 2019). At Harrods, this practice helps in keeping a peaceful work environment at the workplace. Collective Agreementsis another legal contract which can be either oral or written and is done between employers and the employees' union. This contract also specifies the wages and the working conditions that HRM at Harrods is bound to provide to the employees(Cascio, 2015). This bounds the HRM department at Harrods to make investment decisions that are in favour of the employees and formulate policies and strategies accordingly. 7 Illustrating application of HRM Practices.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Job TitleHuman resource manager Reports toCEO of Harrods Roles & ResponsibilitiesAbility to attract efficient candidates Involvement in process of training and development Providing career guidance program Resolve effectively conflicts in the organization Recruits and hire candidates assisting the growth of firm Maintain work culture QualificationBachelor’s Degree MBA in field of Human resource management CIPD Qualified Person Specification Title of the jobHuman resource assistant Date:4/07/2019 Qualification requiredEssentialDesirableMet Bachelor’s Degree MBA in field of Human resource management CIPD Qualification Yes Yes 14
Need of Experience Minimum 3 years experience in HRM department in retail sector Yes Personal characteristics & conduct Strong workplace ethics sense Capability of influencing others Greatcommunication skills Leadership abilities Problem solver Ability to motivate others Honestandtransparent nature Handlevarious software’s expertly Yes Yes Rolesand Responsibilities Attractingtalented candidates Gettinginvolvedin trainingand development process Yes 15
Assistingworkersin careerdevelopment program Conflictresolutionand managingdifferent issues in the company Recruitingandhiring employees assisting in growth of firm Maintains work culture Strongworkethics management Yes Curriculum Vitae Examples Mike Wheeler London, United Kingdom Mike.w@gmail.com +44-235247895 Career Objective I seek to work in an organization where I get to explore new opportunities, so that I can develop myself as a successful HR Manager. Qualification Bachelor’s degree in Business Communication (Queen Mary's college) MBA in human resource management (Manchester University) CIPD qualified Work experience 4 years experience as an HR in Marks and Spencer's 2 months internship in Starbucks Ltd.. Erica Sinclair Malta, United Kingdom Erica.s@gmail.com +44-556279426 16
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Expertise Project management, maintain software’s, time management, fluent communication and motivating people. Qualification Bachelor’s degree in Business Communication (Bedfordshire University) MBA in human resource management (University of Edinburg) Work experience 4 months internship in Tesco Plc Interview notes Why did you opt for becoming an HR? As an HR, how will you deal with different types of people? What could be your strength and weakness as an HR? Which recruitment process, you think is the best suitable for hiring people? Job offer Letter Example Mike Wheeler, We are pleased to inform that, you have been appointed as an HR manager in Landmark Store. We will begin by paying you at pay rate £55,000. The remuneration will be provided on monthly basis. As an employee of the company you will be entitled to incentives, bonus, compensation and health insurance. You need to report to your manager on the day of your joining. Your joining date is from 8 August, 2019. Thank-you Jim Hopper (CEO of Landmark Store) Impact of Technology in Recruitment Process :-At Harrods, technology plays a huge role in the entire role of selecting and recruiting employees(Noe and et.al., 2017). Further, the HRM at Harrods can use online job portals and social media for searching the candidates with the required talents and qualifications. Digital Networks helps the management at Harrods in attracting the candidates as per their requirement. These techniques have become increasingly handy as the resources utilized are much less and the outcome is more appropriate. 17
CONCLUSION After going through the research conducted in this report it can be concluded that HRM is of key importance in Harrods as well as other organizations. The different functions like workforce planning, recruitment and selection are the various activities of HRM which are performed at Harrods. The report also conducted a detailed analysis of different Labour markets and the best approaches for selection of personnel that is suitable for Harrods. Importance of maintaining employee relations at the work place along with the applicability of various Acts governing the management of Harrods have been discussed. This help in maintaining healthy relations and a peaceful environment at the work place. The importance and role of trade unions in the company has also been discussed in this report and their function have been highlighted. Lastly, this reportalso explained the application of HRM practices in the company by illustrating a job description, job specification and presenting two examples of curriculum vitae depicting the optimum skill presentation that a candidate can present. 18
REFERENCES Books and Journals Berman, E.M. and et.al., 2019.Human resource management in public service: Paradoxes, processes, and problems. CQ Press. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Brewster and et.al., 2016.International human resource management. Kogan Page Publishers. Brewster,C.andet.al.,2016.Internationalhumanresourcemanagement.KoganPage Publishers. Brewster, C. and et.al., 2016.New challenges for European resource management. Springer. Brewster, C., 2017.Policy and practice in european human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis. Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018.Handbook of research on comparative human resource management. Edward Elgar Publishing. Cascio, W.F., 2015. Costing human resources.Wiley Encyclopedia of Management, pp.1-1. Cascio, W.F., 2015.Managing human resources. McGraw-Hill. Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation. Human Kinetics. DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016.Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons. Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education. Hecklau and et.al., 2016. Holistic approach for human resource management in Industry 4.0.Procedia Cirp.54.pp.1-6. John, R. and Taylor, B., 2016. Human resource management. Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019.Job and work analysis: Methods, research, and applications for human resource management. Sage Publications. Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI Tourism Texts. Cabi. Nankervis and et.al., 2016.Human resource management: strategy and practice. Cengage AU. Noe, R.A. and et.al., 2017.Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. 19
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Pindek, S., Kessler, S.R. and Spector, P.E., 2017. A quantitative and qualitative review of what meta-analyseshavecontributedtoourunderstandingofhumanresource management.Human Resource Management Review.27(1). pp.26-38. Reiche and et.al., 2016.Readings and cases in international human resource management. Taylor & Francis. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Stewart, G.L. and Brown, K.G., 2019.Human resource management. Wiley. Stewart, G.L. and Brown, K.G., 2019.Human resource management. Wiley. Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management.Human Resource Management Review.25(2). pp.139-145. Tarique, I., Briscoe, D.R. and Schuler, R.S., 2015.International human resource management: Policies and practices for multinational enterprises. Routledge. Wehrmeyer, W., 2017.Greening people: Human resources and environmental management. Routledge. Wilton, N., 2016.An introduction to human resource management. Sage. Online 7HumanResourceBestPractices(Amini-guidetoHRM).2019.[Online].Available through<https://www.digitalhrtech.com/human-resource-best-practices/> HumanResourceManagement(HRM):Definition&Functions.2019.[Online].Available through<https://studiousguy.com/human-resource-management/> Recruitment:InternalvExternalRecruitment.2018.[Online].Available through<https://www.tutor2u.net/business/reference/recruitment-internal-v-external- recruitment> TheAdvantagesofEmployeeInvolvementinDecisionMaking.2019.[Online].Available through<https://smallbusiness.chron.com/advantages-employee-involvement-decision- making-18264.html> 20