Human Resources and Competitive Advantage

This assignment delves into the crucial role of human resources in achieving a competitive advantage for organizations. Students are tasked with critically analyzing a set of research articles covering diverse aspects of HRM, including talent management strategies, work-life balance initiatives, and the influence of positive psychological capital on employee performance and organizational success. The analysis should highlight how effective HR practices contribute to building a sustainable competitive edge in today's dynamic business environment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK ..............................................................................................................................................3
P1 Evaluate the importance of organisational design in context of organisational structure.3
Organisation design theory..............................................................................................................6
P2 Approaches used for attracting, rewarding, developing and maintaining HR to create
dedicated and skilled workforce.............................................................................................7
P3 Identify the various factors that supports the emerging HR development......................11
P4 Relationship between organisational design and change management...........................13
CONCLUISION...........................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational Design refers to the process of rethinking business practices according to
the demand of changing environment. Modified design and structure enables the firm to use
allocate their business resources optimally and provides sustainability in competitive world.
Basically it evaluates all dysfunctional area and align them according to the desired change.
Design of the company can be highly influenced by its structure. Organisational structure
determines the hierarchy consist of various business operations. Company's structure can also be
defined as viewing glass through which personnel of the company judge their functions and
environment. In order to take the advantage of enhanced efficiency, increased profitability and
effective employee engagement, business enterprise are required design its structure in a
systematic way (Soltis and et. al., 2013) Integrated functional unit leads to achieve overall
objective of the firm in an effective way. This assignment covers the impact of changing design
and structure of TESCO. This report covers the importance of change according to the desired
demand. In order to gain the advantage of sustainable performance TESCO has opted various
training methods which has an impact on employees performance. Along with this, it also covers
the latest trend related to development of Human Resource.
TASK
P1 Evaluate the importance of organisational design in context of organisational structure
Organisational design can be defined as a process of adjusting and constructing the
company's structure in such a way that leads to achieve their overall goal effectively. It helps to
identify dysfunctional area of workflow and realign them that adjust according to firm's objective
and further build plans to enact new changes. This holistic approach leads to improve all
prospect of organisational structure so that they can achieve:
 Higher Profitability
 Decreased operating cost
 Great Customer Service
 Clear and defined strategy for growing and managing various business operations
 More employee engagement
Here designing refers to integrate workforce with company's processes, system and technology.
A well structured and properly designed enterprise entitles that firm is achieving its overall
objectives effectively and efficiently. If the organisation structure is properly configured,

company is liable to put their maximum efforts in generating strategies that tends to accomplish
their long term objectives and goals. Following are the steps involved in designing the business
enterprise which makes easier for them to adapt themselves according to needs, size and
complexity of organisation are described as follows:
 Charter the design process: The role of leader and manager is to discuss firm's health,
environmental demand, performance outcome etc. so to embark and improve such
process effectively. Basically leader is required to blueprint the charter of design process
that contains the need for change, optimal allocation of resources, time deadline,
expected final outcome, effective communication strategies and other important factor
that further guide or assist the project.
 Assess the current state of the business: It has been believed that change cannot take
place in a firm until and unless their managers are not acknowledged about the current
position of company. For this, company can opt Transformation model which critically
assess the practices, functions, operation, strength, weakness and align it according to the
core ideology of the business. Basically the main objective of this assessment is to
determine the current working of a company, overall health, connected parts and
recommendation for further improvement (Alewell and Hansen, 2012)
 Design the new organisation: After critically evaluating firm structure, managers can
put their recommendation for the desired change. In this company need to realign the
process and structure according to the requirement which increases their overall
efficiency and effectiveness. Managers are required to develop productive strategic
planning before implementing redesign process according to the current change.
 Implement the Design: Now when the design has been implemented, organisation are
required to start training their employees which enables them to upgrade their skills and
knowledge according to the desired change. Managers are required to re-arrange the
decision making, performance system, reward system, information sharing which helps to
attain the overall objective of firm effectively.
If the organisation structure is systematically designed, it will impact the overall performance of
business activities. Following are the importance of organisational design which described as:
 Responding to change: In order to deal with the changing environment, companies are
required to adapt themselves with respect to desired change. According to Beblin, 2015

Nothing lasts for a lifetime, things are required to change with the span of time. In order
to take the advantage of higher competitiveness among their rivals, business can modify
its operation and practices which benefits them against their competitors. With increased
advancement in terms of technology, customer needs, competition, organisations needs to
alter their structure accordingly.
 Integrating new elements: With modified design, firm needs to add certain factors
relates with external environment. For instance, company can provide training to their
staff so that they can upgrade their abilities according to the changing environment. They
can choose various training methods such as internship, case studies, simulation
programme, job rotation which somehow motivates the personnel to work effectively.
Along with this, organisation are required to build constructive strategic need which
results in improving the quality services provided to the customer and other functional
department.
 Co-ordinating the components: After developing new departments, leaders and
mangers are required to build cooperation across different department. This enables the
components to to discuss their issues and deal with them collectively. Team generation
can be the another factor which can be considered here. Organisation can assign task to
their personnel on the basis of their specialised skills which enables to put their best.
 Encouraging Flexibility: Dominating mangers leads to decrease the morale of
employees because of their strict nature. Companies are required to promote flexibility in
their business practices by assigning work to their workforce in which they are expert.
This enables them to achieve their performance goal effectively within a given time
frame (Gruman and Saks, 2011)
 Company Leadership: Design of a company effect its leadership structure as it deals
with managerial responsibility to run the business operations smoothly. It is important for
an organisation make its authority line clear so as to avoid the chances of confusion and
misleading.
In order to take the advantage of advancement of technology and increased competition
level, an urge for changing the organisation structure arises. Organisation managers are obliged
to search for better employees who has a knowledge of upgraded skills and technology. This
makes easier for the company to adapt themselves with the changing environment. The design of

a firm majorly impact the abilities of a enterprise which enables them to deal with future
contingencies and gain competitive advantage over their competitors. Effective design makes its
easier for the company to delegate its authority in a better way. Its also helps to determine the
how constructively organisation respond to its external factors which has great impact on their
overall business operations. For instance, Now a days organisation business enterprise are using
Internet to manage effective relationship with this supplier, employees and customer. Systematic
structure of a company uses the business resources in an optimum way and trying to control the
environment in an effective way.
Organisation design theory
Executive is required to construct adequate structure through which they are able to
utilise human resources by making them perform effectively. They should make improvement in
system in accordance to market conditions so that organisation goals and objectives are
accomplished. These are importance of updating firm structure and strategy through which firm's
functionality is improved are as follows: Dealing with competencies: company reside in a dynamic environment where situations
never remain same. Therefore, superior should formulate appropriate policies through
which they anticipate issues that may occur in future time and make structure through
which they are able to resolve such problems easily. Managing diversity: in a organisation, different background of people are employed
which are diverse in gender, race and national origin. So, it is employer duty to make
them work in team and take care that there are no conflicts between staff members. They
should design structure through which they are able to utilise diverse workforce and
provide them direction by communicating information about their strategies. Gaining competitive advantage: superior is required to provide adequate capabilities to
employees so that they perform tasks effectively. This benefit firm to offer quality
products and services to customers through which they are able to sustain them.
Therefore, they will be able to act superior than rival firms. Companies having
appropriate structure and strategies formulated will be able to enhance market position.
 Promoting efficiency, speed and innovation: firm which is having proper and structured
system, then superiors are able to direct employees and make them function effectively.
If administration keep improving their tools and use modern techniques will be able to

utilise resources efficiently and produce creative products. They also need to frame
appropriate strategies through which they timely deliver items to people which are in
accordance to their demand.
P2 Approaches used for attracting, rewarding, developing and maintaining HR to create
dedicated and skilled workforce
Today, in the competitive business environment, it has become very difficult for the
employers to attract and keep skilled and dedicated employees as they are looking for high salary
packages and more benefits. Organisations confront many challenges when they examine
growing complications of finding knowledgeable and skilled workforce. It is necessary for the
managers to identify the problems that takes place at workplace and formulate strategies to
resolve these issues in order to increase the satisfaction level of employees so that they can
attract and retain in the organisation. It is important for TESCO to create such type of workplace
that retains and engage its human resource. Human resource manager should emphasize on
developing such an environment that makes them highly productive. There are different
techniques which are used by the organisations to attract, develop, reward and keep retain
employees in order to create skilled and dedicated human resource. Some of these are as
follows:-
Administer positive working environment: In every organisation, it is necessary for the
managers to create a positive working environment so that employees are stay motivated.
Healthy surroundings creates a sense of belongingness among employees as a result of which
increase workforce engagement in the activities of the TESCO. If the firm provides healthy
environment to its employees, they feel happy and work in efficient way. It results in increase in
productivity of the TESCO in an effective manner and the targeted goals and objectives of the
firm are accomplished (Glick and et. al., 2011)
Recognize, reward & reinforce right behaviour: Organisations needs to conduct
different acclivities to recognise and reward those individual whose behaviour is good at
workplace. It is required to the manager to introduce some appropriate procedures on the basis of
efforts and performance of human resource to reward them. They should provide benefits to the
employees on regular basis for their good work and appreciate them. It would increase the
motivation level of an individual and encourage other employees to perform in a better way. It
helps the organisation to retain employees and create dedicated and skilled workforce.

Develop potential and skills of individuals: For developing skills of employees, manager
needs to identify the needs of its workforce and conduct training and development sessions
according to the requirements of them. Training provides a kind of learning to the employees
which help them in increasing their skills and knowledge. This will increase the potential of
workers and they are able to perform their job in an effective and efficient manner. It is
necessary for the manager to carefully design training and development programme so that it
provides benefits to the individual as well as organisation.
Involve and engage workforce: Managers needs to conduct some activities such as group
discussions in order to enhance the knowledge of employees. These activities increase the
involvement of workforce and their engagement is more towards the organisation. TESCO
should have good communication channels so that every individual can communicate in proper
way. The managers should have the skills to listening others. It will help them to listen the
viewpoints of the employees. They should take suggestions from the workers that will assist
them in decision making. It will provide a sense of belongingness to the employee and they feel
valuable in the organisation (Fultonn and et. al., 2011)
Effective communication channels: TESCO should have effective channels of
communication so that all the important informations can be communicated clearly. The
interaction between the top management and staff members should be effective so that all the
informations they want to share can be convey properly to the employees. It helps the employees
to work in proper way as per the exceptions of the firm and they are able to achieve the targeted
goals and objectives of TESCO. Effective communication channels helps the management in
resolving conflicts in an effective manner.
Provide career development & opportunities: It is necessary for an organisation to
provides its employees the opportunities of career development. There are different ways by
which learning and development opportunities can be provided to the employees such as
seminars, coaching, classroom training, webinars, mentoring, etc. It helps the employees in the
accomplishment of goals and objective of the organisation as well as individual goals of the
workforce are fulfilled.
Consider needs of employees: Workforce sometimes switch because of conflicts within
the organisation. These conflicts can be addressed by the management P2 Approaches used for
attracting, rewarding, developing and maintaining HR to create dedicated and skilled workforce.

Defined roles & corporate culture: Every firm has its policies and practices related to
their business operations. Effective communication of these policies to the staff members must
be necessary for the employers so that they would have clear understanding of their
responsibility towards the company and their contribution in the on going growth and
sustainability of the organisation.
Relationship with managers: The working environment of an organisation highly
influence the everyday lives of the employees. Managers should treat workforce as individuals,
identify the needs, goals and achievements of employees and give reward and appreciate him for
his good work. They can encourage workforce to take participation in decision making for
everyday processes and make them feel that they are valuable and their views are important for
the company. There should be respect between each other without nay discrimination.
By using these methods, skills and knowledge of employees can be increased. Training
provides overall development to the them which assists in the development of organisation. All
these practices help the organisation in attracting, retaining, developing and rewarding
employees and in creating dedicated and skilled manpower in the organisation which will in turn
provides growth to the organisation by increasing its productivity and profitability.
Reward strategy: Employer is able to motivate subordinates by providing them
possibility to earn compensation and additional benefits if they accomplish targets within
specified time frame. These are various kinds of tactic which help superior to improve
functionality of employees are as follows: Pay levels: In this HR determine salary according to members position in organisation
structure, responsibilities given to them and time spent by them to complete activities
which are provided to them. Benefit plans: Employer can influence workers functionality by providing them various
advantages after their retirement such as pension, life insurance and so on. As a result,
they are able to retain skilled employees for longer period of time. Reward structures: In this HR should increase subordinates salary, if they are performing
activities effectively. This will make them more dedicated towards their duties as they
know that if they complete targets on time, then they will be able to enhance their
remuneration.

 Incentives: This help administration uses monetary and non-monetary rewards to
motivate and induce workers to perform activities properly.
 Cash bonuses: Employer uses this tool to enhance working of subordinates by giving
them money either on special occasions or periodically if they achieve target within
deadline.
Reward strategy is one of the most effective strategy in terms of motivating and encouraging
employees for higher work performance. Normally there are two factors through which company
can motivate their workers one is Monetary and other is Non-monetary. Monetary factors covers
pay levels, benefits plans, incentives, cash bonuses whereas Non-monetary covers sense of
recognition, sense of achievement etc. Every employee is working in an organisation for their
personal motived which is earning good amount of salary. Therefore in order to motivate and
retain worker for longer period it is important for company's managers to pay them on the basis
of their work performance.
Learning and development strategy: HR is required to conduct sessions and seminars
through which they able to provide adequate capabilities in accordance to their job profile. These
are various tactics which superiors can use:
 Coaching and mentoring: Superiors should provide adequate instructions to support
employees and help them in carrying out appropriate activities. Succession planning: Subordinates will perform in better way and take care that they
are accomplishing results according to standards. This will happen only if they know that
they will be promoted to higher post.
 Social networking: Superior can keep employees dedicated towards their work by
showing them motivational videos on you tube. This tool is even used to keep all staff
members connected with each other through Facebook, twitter and so on.
Therefore, this can be concluded that human resource manager is able to improve
working of subordinates by using reward, learning and development strategies. So, this help
them to accomplish firm goals and objectives by making employees complete tasks timely.
This approach states that enhancing worker's knowledge is equally important for the
company just like paying good salary to them. By providing learning opportunities to employees
company is actually assisting them to grow and develop themselves both personally and

professionally. By proving adequate training, TESCO is improving workers overall productivity
and efficiency.
However, there is one that TESCO is continuously dealing with is ineffective communication
among team members and management. This is probably TESCO is much dependent upon its
management rather than asking any suggestion or feedback from employees. In order to
eliminate this barrier, they have decide to involve employees in their decision-making process
which makes them feel valued and important.
P3 Identify the various factors that supports the emerging HR development
The research and development activities have stated that firms needs to have
development in their operation as the needs and demands of customers are constantly changing at
work place. These changes are valuable for firms in order to enhance growth and profitability
ratios. The Human resource department are most important departments for every organisations
thus they are mainly focusing on satisfying all their employees by developing products according
to new trends at market places.
The emerging trends at Human resource development are evaluated as:
 Globalisation and its implications: In this modern era business operations are
constantly growing and they are crossing the national and international boundaries. As
there are innovative ideas developed and many multinational firms have developed so
there is need for human resource managers who can easily carry out business operations.
The HR managers are having the main responsibility in order to recruit skill and talented
employees who can easily perform all business gaols and achieve their set targets. The
challenges should be easily achieved by all the employees according to globalisation. All
the workers should have knowledge about the different type of languages which are
spoken at work places so they can easily communicate with other employees who belong
to different cultures (Kakuma and et. al., 2011)
 Workforce Diversity: Earlier the role of HR was quite simple as they perform the
functions which are homogeneous in nature. But in Today's world, workforce a company
generally compromise of different people possessing different character, behaviour,
personality, lifestyle, beliefs, abilities, knowledge, economic status and so on. Diversity
is directly linked with company's strategic direction. HRM are required to train people
which improves their skills and knowledge so that they can work more effectively.

Diversification enable the firm to take the advantage of innovation and creativity in a
better way which helps them in gaining competitive advantage over their rivals.
 Changing Skill Requirement: With the changing world, policies of hiring people is also
changing. Now criteria has been set by the company according to which they recruit and
select new employees. Effective skills and knowledge enhance the quality of business
operation and increased productivity. For instance, now a days companies mentions
specific qualification of their worker in terms of their academic credentials.
 Continuous improvement programmes: In order to again long term objective
companies are required to modify themselves according to the changing environment.
Continuous improvement enables the firm to maximise their overall productivity and
quality. HR Manager can include their employees in their decision making process which
motivates them to feel as a part of the organisation. In order to cope up with the changing
environment companies are require to hire right people and put it on right place according
to their abilities and knowledge.
 Technology:In order to gain higher competitiveness advantage, companies are required
modify themselves according to the technological advancement. Technology makes
easier for the company to manage its operations. For instance, paper work in office can
be replaced by HRMIS software, access to mobile internet makes easier for them to
communicate. It enables the company to distinguish itself from their competitors.
 Re-engineering work process for improved productivity: BPR occurs when almost
60% work process of the company is altered. It enable the firm to rethink the entire work
process in a different manner. It requires company to modify their business practices in
an effective way which results in generating higher profits for the firm. HRM can provide
training programmes to their employees which enhance and upgrade their skills and
knowledge (Coff and Kryscynski, 2011)
 Employee Involvement: Organisation are involving their employees in the decision
making process which motivates them and feel as apart of the company. HR Manager
conduct various training session according to workforce desire which improves their
overall performance. Managers are require to address their personnel regarding the
change management and take their suggestions into consideration. Motivated employees
retain with the business for longer period.

In order to achieve higher competitive advantage globally company are required to adapt their
HR practices with the changing trend. This will effect their overall performance effectively and
enables them to achieve increased profitability ratio and market share. Human resource
management are valuable factors as they have developed plans and policies where members of
different cultures can work together in order to achieve their goals. The difference among
cultural aspects, language, customs are more then there are high changes of conflicts among
workers thus it results in negative environment at work places. Human resources are valuable
factors in order to train employees so they can work according to the changes plans and policies
which are adopted by them. Managers should ensure changes at work place in order to train their
employees so they can become effective in their business operations. The higher authorities
should develop plan in order to recognize working of all employees and they should be
appreciated for the hard work which is done by them.
P4 Relationship between organisational design and change management
Organisational design is a sequential method which determines dysfunctional prospect
of procedures, systems, workflow and structure and aligns them with the current business goals
and objectives and formulate plans to execute new changes. It acts as a powerful tool to increase
the performance and adopt the changes of the market. This process emphasizes on enhancing
both human resource and technical side of the organisation. This process leads to improved
results, effective organisation framework and workforce who are committed and empowered to
the firm. It is a holistic and detailed approach to the improvement in TESCO that touches every
part of organisational life. Increased profitability, culture of engaged and committed workforce,
good customer service, decreased operating cost, improved efficiency can be achieved by it.
Organisational designs are most valuable concepts for business as they are providing
direction to employees in which they will executing their working operations. This is an
important factor for all business as it results in enhancing growth and profitability ratios for
business. The design are related with making plans and policies in order to making TESCO
achieve success in their overall business operations (Fine, 2012)
Change management is a procedure, techniques and tools used in the management of
human resource side of change in order to accomplish the needed business outcome. It provides
direction to prepare, support and equip employees to adopt the change successfully in order to

accomplish goals and objectives of TESCO that leads the organisation towards success. There
are three levels of change management :-
Individual change management: It needs the understanding of what needs to
successfully change and and how they experience it. It also requires the proper knowledge of
what the individual is trying to accomplish when they work for the management of human
resource side.
Organisational change management: It involves the determination of individuals and
groups who needs alteration as the outcome of the work and the ways they will require to
change. It also involves development of customised plan to ensure the awareness, coaching,
leadership and training of influenced employees in order to modify successfully.
Capability of enterprise change management: It is the core competency of the
organisation that administer competitive differentiation & capability to adapt effectively to the
dynamic world. The change management capability of the enterprise shows that change is
effectively embedded into the project, structures, leadership competencies, processes and roles of
the organisation (Avey and et. al., 2011)
Organisational design and change management are interrelated with each other. Changes
can be implemented in the system and procedures of the company. It is necessary for human
resource manager execute change in the operations of TESCO. If any transition occurs in the
organisation, then its management is required. The dysfunctional aspect of system, workflow,
process and structure of the firm are realigns with the predetermined goals and objectives and
create strategies in order to adapt these changes and its management are those tools and
techniques which the management used to manage people side of transition to achieve the
outcomes. Change management and organisational design are interlinked with each other as they
both are emphasize on accomplishment of purposes of the organisation. If any change is made by
the TESCO in its processes, systems and structures then the employees need to adapt these
transitions in order to provide competitive advantage to the TESCO so that it can achieve growth
and sustainability in the market. If the organisation makes change in any of its product design,
then the process use for its production is also alter and it leads to change in organisational design.
The TESCO should have to manage these transitions so that the organisation can achieve
growth. Effective production processes helps the company in producing high quality products

through which the the TESCO can satisfy the needs and wants of the customers (Hammern and
et. al., 2011)
Employer is required to frame organisation structure through which they are able to
determine roles and responsibilities to all members. This help them to utilise human resources
efficiently by positioning them according to their skills and knowledge. As organisation exist in
dynamic environment where conditions are never same. So, superior should make changes in
policies and design through which they are able to utilise market opportunities. Therefore,
administration is required to make adequate modification in system; adopting modern techniques
so that they are able to manufacture products according to customers requirements. If they make
changes in system through which they are able to position themselves superior than competitors
firm. As a result, this help in enhancing sales and thereby they are able to earn adequate profit for
business.
Organisational design is very helpful in adapting change management. It is a sequential
methodology which determines dysfunctional aspects of procedures, structures, work flow and
systems & realign them to fit existing business goals. After that, plans are formulated in order to
implement change. Effective design of organisation assists in adapting change easily. If
organisational design is simple and effective, it makes easy for employees to adapt with changes.
It significantly enhance outcomes in terms of internal operations, profitability and customer
service. Adapting with change assists in providing excellent services to customers, increasing
profitability of firm, reducing cost of operations, enhancing cycle time and efficiency, creating
organisational culture of engaged and committed employees and in formulating clear strategy for
growing and managing business. Organisational design and change management are linked as
they both focus on the increasing the productivity of the organisation. Any change takes place in
the procedures and systems of the organisation will influence the human resource of the
organisation. The manager needs to identify these changes and provide training to the employees
so the they can able to adapt these changes and achieve the goals and objectives of the
organisation.
CONCLUISION
From the above report it can be concluded that Human resource management is the most
essential part of an organization which enables them to boost the growth and success of the
organization. Human resource managers are responsible for managing the effective working of

the employees and ensuing that they perform in the expected level. High performance working is
interrelated with the human resource as it enables managers to motivate the staff members so that
they can perform in high level and can make long lasting relationship with them. Under this
report various techniques of Human resource mangers are being discussed by which they can
develop themselves along with the staff members and can create imprints for the achievement of
goals and objectives of firm in effective manner. Moreover, interrelations between change
management and various organizational development is being discussed which in turn helps for
attainment of goals and objectives.

REFERENCES
Books and Journal
Soltis, S.M., and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Alewell, D. and Hansen, N. K., 2012. Human resource management systems—a structured
review of research contributions and open questions. Industrielle Beziehungen/The
German Journal of Industrial Relations. pp.90-123.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement.Human Resource Management Review. 21(2). pp.123-136.
Glick, P., and et. al., 2011. Scanning the conservation horizon: a guide to climate change
vulnerability assessment. Washington, DC: National Wildlife Federation. 168 p.
Fulton, E. A., and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Kakuma, R., and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Hammer, L. B., and et. al., 2011. Clarifying work–family intervention processes: The roles of
work–family conflict and family-supportive supervisor behaviors. Journal of Applied
Psychology. 96(1). p.134.
Avey, J. B., and et. al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance.Human resource development
quarterly. 22(2). pp.127-152.

Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM.Journal of World Business. 46(4), pp.506-
516.
Sirmon, D.G., and et. al., 2011. Resource orchestration to create competitive advantage: Breadth,
depth, and life cycle effects. Journal of Management. 37(5). pp.1390-1412.
Stahl, G., and et. al., 2012. Six principles of effective global talent management. Sloan
Management Review. 53(2). pp.25-42.
Mithas, S., Ramasubbu, N. and Sambamurthy, V., 2011. How information management
capability influences firm performance. MIS quarterly. pp.237-256.
(Soltis and et. al., 2013)(Alewell and Hansen, 2012)(Gruman and Saks, 2011)(Glick and et. al.,
2011)(Fultonn and et. al., 2011)(Baten and Colvin, 2011)(Kakuma and et. al., 2011)(Coff and
Kryscynski, 2011)(Fine, 2012)(Hammern and et. al., 2011)(Avey and et. al., 2011)(Schuler, S.,
Jackson, S. E. and Tarique, I., 2011.Sirmon, D.G., and et. al., 2011.Stahl, G., and et. al.,
2012.Mithas, S., Ramasubbu, N. and Sambamurthy, V., 2011